Family Friendly Workplace Sample Clauses

Family Friendly Workplace. 61.1 The University recognises that employees have family responsibilities and is committed to providing a workplace that responds to the issues of combining work and family responsibilities whilst considering the overall business needs of the University. Family friendly provisions apply to both heterosexual and same sex relationships.
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Family Friendly Workplace. In recognition of the work/family challenges faced by employees, the Employer agrees to take steps to help employees manage their work and family responsibilities. In this regard, the Employer shall continue to work with the Union on an ongoing basis to establish policies which will meet emerging family/workplace needs.
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Family Friendly Workplace. Taking into account the essential requirements of the job, the employer will, wherever possible, accommodate family/carer responsibilities of the employee including requests for flexible working hours to enable the employee to attend to such commitments.
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Family Friendly Workplace. ‌ The Centre’s commitment to providing a family friendly workplace includes the following provisions, subject to operational requirements of the Centre. 46.1 An Employee who has one or more children in care at the Centre will be afforded reasonable flexibility in working hours and breaks, as required for attending to the feeding requirements of the Employee’s children. 46.2 Full-time Employees with parental responsibilities, in the first 12 months of returning to work from parental leave, will be entitled to paid leave of up to one hour per month for child care assistance.
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Family Friendly Workplace. The University recognises that employees have family responsibilities and is committed to providing a workplace that responds to the issues of combining work and family responsibilities whilst considering the overall business needs of the University. Family friendly provisions apply to both heterosexual and same sex relationships. Signed for and on behalf of The University of Western Australia ................................................... Vice-Chancellor In the presence of ................................................... Date : ...................................................
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Family Friendly Workplace. 59.1 The University recognises that employees have family responsibilities and is committed to providing a workplace that responds to the issues of combining work and family responsibilities whilst considering the overall business needs of the University. Family friendly provisions apply to both heterosexual and same sex relationships. Signed for and on behalf of The University of Western Australia ................................................... Vice-Chancellor Address …………………………………………………………………… In the presence of ................................................... Date : ................................................... Signed for and on behalf of The National Tertiary Education Industry Union .................................................... Address …………………………………………………………………… In the presence of ..................................................... Date : ..................................................... SCHEDULE A - SALARIES AND CASUAL RATES Point 1 61,029 61,487 63,332 65,232 67,352 Point 2 64,513 64,997 66,947 68,955 71,196 Point 3 68,001 68,511 70,566 72,683 75,045 Point 4 71,486 72,022 74,183 76,408 78,891 Point 5 74,324 74,881 77,127 79,441 82,023 Point 6 77,153 77,732 80,064 82,466 85,146 Point 7 79,988 80,588 83,006 85,496 88,275 Point 8* 82,818 83,439 85,942 88,520 91,397 Point 1 87,179 87,833 90,468 93,182 96,210 Point 2 90,451 91,129 93,863 96,679 99,821 Point 3 93,717 94,420 97,253 100,171 103,427 Point 4 96,987 97,714 100,645 103,664 107,033 Point 5 100,255 101,007 104,037 107,158 110,641 Point 6 103,526 104,302 107,431 110,654 114,250 Point 1 106,793 107,594 110,822 114,147 117,857 Point 2 110,062 110,887 114,214 117,640 121,463 Point 3 113,332 114,182 117,607 121,135 125,072 Point 4 116,603 117,478 121,002 124,632 128,683 Point 5 119,869 120,768 124,391 128,123 132,287 Point 6 123,142 124,066 127,788 131,622 135,900 Point 1 128,589 129,553 133,440 137,443 141,910 Point 2 132,948 133,945 137,963 142,102 146,720 Point 3 137,308 138,338 142,488 146,763 151,533 Point 4 141,667 142,730 147,012 151,422 156,343 Point 1 165,644 166,886 171,893 177,050 182,804 Level A Lecturer Research Associate Associate Lecturer Research Associate Level B Assistant Professor Research Assistant Professor Lecturer Research Fellow Level C Associate Professor Research Associate Professor Senior Lecturer Senior Research Fellow Level D Professor (P1) Research Professor Associate Professor Principal Research Fellow Level E Winthrop Xxxxxxxxx Xxxxxxxx Researc...
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Family Friendly Workplace. The Organization recognizes that families come in many forms. The Labor Management Committee will be asked to consider organizational policy proposals concerning challenges employees face in juggling their personal lives with work at the Organization. Matters for the Committee will include, but not be limited to, caregiving, day care, breastfeeding or expressing during working hours, babies and children in the workplace, and remote work during inclement weather and other emergencies when day care and/or schools are closed.
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Family Friendly Workplace. The University recognises that employees have family responsibilities and is committed to providing a workplace that responds to the issues of combining work and family responsibilities whilst considering the overall business needs of the University. Family friendly provisions apply to both heterosexual and same sex relationships. Signed for and on behalf of The University of Western Australia .................................................. Vice-Chancellor In the presence of ................................................... Date : Signed for and on behalf of the Community and Public Sector Union ..................................................... In the presence of ..................................................... Date : Signed for and on behalf of The Liquor, Hospitality and Miscellaneous Union ................................................... In the presence of ................................................... Date : Signed for and on behalf of The Australian Manufacturing Workers Union ....................................................... In the presence of ......................................................... Date : Signed for and on behalf of The National Tertiary Education Industry Union ........................................................ In the presence of ......................................................... Date : PART I – SCHEDULES SCHEDULE A Classification and Salary Schedule
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Family Friendly Workplace. 41.1 The parties recognise that there should be a healthy balance between work and family responsibilities for employees in order to achieve an overall work/life balance. In order to achieve this, the Guild will commit to: (i) Managing and reducing excessive workloads; and (ii) Improving family friendly conditions of employment, which will provide employees with options and choices in achieving a balance between work and family responsibilities.
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Related to Family Friendly Workplace

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

  • Family Illness The start of a family leave for a serious health condition of a family member shall begin on the date requested by the employee or designated by Management.

  • Family Violence Leave Family Violence Leave as provided for by the Holidays Act 2003 is in addition to other leave allowances within the collective agreement.

  • 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.

  • Family Medical Leave or Critical Illness Leave a) Family Medical Leave or Critical Illness leaves granted to a permanent teacher, long-term occasional teacher or teacher hired into a term position under this Article shall be in accordance with the provisions of the Employment Standards Act, as amended. b) The teacher will provide to the employer such evidence as necessary to prove entitlement under the Employment Standards Act. c) A teacher contemplating taking such leave(s) shall notify the employer of the intended date the leave is to begin and the anticipated date of return to active employment. d) Seniority and experience continue to accrue during such leave(s). e) Where a teacher is on such leave(s), the Employer shall continue to pay its share of the benefit premiums, where applicable. To maintain participation and coverage under the Collective Agreement, the teacher must agree to provide for payment for the teacher’s share of the benefit premiums, where applicable. f) In order to receive pay for such leaves, a teacher must access Employment Insurance and the Supplemental Employment Benefit (SEB) in accordance with g) to j), if allowable by legislation. An employee who is eligible for E.I. is not entitled to benefits under a school board’s sick leave and short term disability plan. g) The Employer shall provide for permanent teachers, long-term occasional teachers and teachers hired into a term position who access such Leaves, a SEB plan to top up their E.I.

  • 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.

  • WORKPLACE BEHAVIOR ‌ 3.1 The Employer and the Union agree that all employees should work in an environment that fosters mutual respect and professionalism. The parties agree that inappropriate behavior in the workplace does not promote a college’s/district’s business, employee well-being, or productivity. All employees are responsible for contributing to such an environment and are expected to treat others with courtesy and respect. 3.2 Inappropriate workplace behavior by employees, supervisors and/or managers will not be tolerated. If an employee and/or the employee’s union representative believes the employee has been subjected to inappropriate workplace behavior, the employee and/or the employee’s representative is encouraged to report this behavior to the employee’s supervisor, a manager in the employee’s chain of command and/or the Human Resources Office. An employee or the employee’s representative should identify complaints as inappropriate workplace behavior. The Employer will investigate the reported behavior and take appropriate action as necessary. The employee and/or union representative will be notified upon conclusion of the investigation. Upon request, the Employer will provide the employee and the union representative with a copy of the investigation report. 3.3 Retaliation against employees who make a workplace behavior complaint will not be tolerated. 3.4 Supervisors, managers and Human Resource Office staff will be trained on Article 3, Workplace Behavior. The Employer and the Union agree to prepare and make available online a 15-minute joint training online presentation on workplace behavior for all employees covered by this CBA and their supervisors, managers and Human Resources staff. 3.5 Grievances related to this Article may be processed through Step 3 of the Grievance Procedure.

  • 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. B) An employee performing visitation to clients in the community shall have the right to request backup to attend where there is reasonable cause to expect a violent situation and will have access to appropriate communication equipment. C) When the Employer is aware that a patient/resident/client has a history of violent behaviour, the Employer shall make such information available to the employee. Upon admission or transfer the Employer will make every reasonable effort to identify the potential for aggressive behaviour. In- services and/or instruction in caring for the violent patient will be provided by the Employer. D) The Employer will provide orientation and/or in-service which is necessary for the safe performance of work including universal precautions, the safe use of equipment, safe techniques for lifting and supporting patients/residents/clients and the safe handling of materials and products. The Employer will also make readily available information, manuals and procedures for these purposes. The Employer will provide appropriate safety clothing and equipment.

  • Family Leave 1. An Appointing Authority shall grant to a full time or part time employee who has completed her/his probationary period, or if there is no such probationary period, has been employed for at least three consecutive months, an unpaid leave of absence for up to twenty-six (26) weeks in conjunction with the birth, adoption or placement of a child as long as the leave concludes within twelve (12) months following the birth or placement. The ability to take leave ceases when a xxxxxx placement ceases unless the need for additional leave is directly connected to previous placement. 2. New employees who have completed six full months of employment but remain within their probationary period may request the appointing authority to waive their remaining wait time for FMLA. Such request shall include submission of satisfactory medical evidence that demonstrates either a.) an existing catastrophic illness; or b.) a problematic pregnancy that prevents the employee from being able to perform the functions of her position. Any leave granted under this waiver will be charged against the employee’s FMLA leave as described in this section. The remaining rights and obligations under Section 8 shall apply. 3. At least thirty (30) days in advance, the employee shall submit to the Appointing Authority a written notice of his/her intent to take such leave and the dates and expected duration of such leave. If thirty (30) days notice is not possible, the employee shall give notice as soon as practicable. The employee shall provide upon request by the Appointing Authority proof of the birth or placement or adoption of a child. 4. If an employee has accrued sick leave, personal leave, compensatory leave, or vacation credits at the commencement of her/his family leave, the employee may use such leave credits for which he/she may be eligible under the sick leave, personal leave or vacation provisions of this Agreement. The Appointing Authority may, in his/her discretion, assign an employee to backfill for an employee who is on family leave. Such assignment may not be subject to the grievance procedure. 5. At the expiration of the family leave, the employee shall be returned to the same or equivalent position with the same status, pay and length of service credit as of the date of her/his leave. If during the period of the leave, employees in an equivalent position have been laid-off through no fault of their own, the employee will be extended the same rights or benefits, if any, extended to employees of equal length of service in the equivalent position in the department. 6. Employees taking an unpaid leave of absence under this provision will accrue sick and vacation leave benefits only for the first eight (8) weeks of such unpaid leave. Notwithstanding any other provision of the Agreement to the contrary, the family leave granted under this Article shall not affect the employee's right to receive any contractual benefits for which he/she was eligible at the time of his/her leave. 7. During the time an employee is on family leave, the employee shall be entitled to group health insurance coverage benefits on the same terms and conditions in effect at the time the leave began, provided the employee continues to pay the required employee share of premium while on leave. If the employee fails to return from leave, the Commonwealth may recover, as provided under FMLA, the cost it incurred in maintaining insurance coverage under its group health plan for the duration of the employee's leave. 8. During family leave taken in conjunction with the birth, adoption, or placement of a child, an employee shall receive his/her salary for ten (10) days of said leave at a time requested by the employee. The ten (10) days of paid family leave granted under this Section may be used on an intermittent basis over the twelve

  • 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. (b) Where such potential exists: (1) employees at those worksites or in those work situations shall receive training in the recognition and management of such incidents; (2) physical and procedural measures for the protection of employees, applicable to those worksites or work situations, shall be implemented. (c) The Permanent Occupational Health and Safety Committee shall be consulted regarding the curriculum of training and the applicable physical and procedural measures referred to in (b) above. (d) The Permanent Joint Occupational Health and Safety Committee shall jointly develop a new or approve an existing training package on risk assessment. (e) Employees shall be informed concerning the potential for physical violence or verbal abuse from clients, a student, instructors or other members of the public, subject to statutory limitation. (f) Immediate critical incident stress debriefing and post traumatic counselling shall be made available for employees who have suffered as a result of violence. Leave required to attend such debriefing or counselling sessions will be without loss of pay.

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