FALSE ARREST Sample Clauses

FALSE ARREST. (a) The Town shall indemnify by insurance or otherwise each employee against false arrest suits while acting in the line of duty as a policeman within the General Statutes and rules and regulations of the Avon Police Department. Each employee agrees to abide by the terms of said policy. Should a suit be filed against an employee arising from his/her performance of official duties as a policeman, which is not covered by the aforementioned insurance and does not result from his/her willful, wanton, or unauthorized act, the Town shall provide legal counsel to defend such lawsuit.
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FALSE ARREST. Employees shall be protected under the Employer's blanket policy in the amount up to One Million Five Hundred Thousand. Dollars ($1,500,000.0.0) ..
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FALSE ARREST. The Employer shall pay the cost of $500,000.00 for False Arrest Insurance, provided such coverage is available. In the event such coverage becomes unavailable to the County, the County shall immediately notify the Union and this issue shall become negotiable.
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FALSE ARREST. The Borough shall provide full insurance to cover any claim of false arrest, both inside and outside the Borough of Xxxxxxx.
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FALSE ARREST. The Village shall maintain false arrest insurance by an insurer licensed in Wisconsin covering officers and providing defense and maximum liability of $300,000 aggregate. Such insurance shall include coverage for false arrest, detention or imprisonment, malicious prosecution, libel, slander, defamation, violation of privacy, wrongful entry or eviction or invasion of right of private occupancy but shall not extend to a willful act.
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FALSE ARREST. The Employer shall continue to provide employees with insurance covering false arrest and service.
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FALSE ARREST. The Town shall continue in effect its current insurance to protect employees from claims of false arrest.
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FALSE ARREST. The Employer shall continue to provide false arrest insurance coverage. Such coverage shall be maintained at no less than the level in effect on January 1, 1981.
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Related to FALSE ARREST

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  • RETALIATION The Landlord is prohibited from making any type of retaliatory acts against the Tenant including but not limited to restricting access to the Premises, decreasing or cancelling services or utilities, failure to repair appliances or fixtures, or any other type of act that could be considered unjustified.

  • 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.

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