General Transition Policy Sample Clauses
The General Transition Policy clause outlines the procedures and guidelines for shifting from an existing arrangement, system, or provider to a new one. It typically details the steps, timelines, and responsibilities of each party during the transition period, such as data transfer, staff handover, or continuity of services. This clause ensures a smooth and orderly changeover, minimizing disruptions and clarifying expectations to prevent misunderstandings or service gaps.
General Transition Policy. The "Union" and Employer agree to the following general transition policy to cover transgender employees at work.
(a) The Employer and the "Union" will make every effort to protect the privacy and safety of trans workers at all times, and during an accommodated transition.
(b) Upon request by an employee, the Employer will update all employee records and directories to reflect the employee's name and gender change, and ensure that all workplace-related documents are also amended. This may include nametags, employee IDs, email addresses, organizational charts, health care coverage and schedules and human resources documents. No records of the employee's previous name, sex, gender or transition will be maintained unless required by law.
(c) The Employer will provide safe washroom and change room facilities to all trans workers. The Employer and the "Union" recognizes that a trans worker has the right to use the washroom of their lived gender, regardless of whether or not they have sought or completed surgeries, or completed legal name or gender changes.
(d) Upon notification by an employee wishing to transition or in need of a gender support plan, or at the request of the Union, the Employer will work with the Union and the employee to tailor a transition or support plan to the employee's particular needs.
General Transition Policy. The Union and Employer agree to the following general transition policy to cover transgender employees at work.
(a) The Employer and the Union will make every effort to protect the privacy and safety of trans workers at all times, and during an accommodated transition.
(b) Upon request by an employee, the Employer will update all employee records and directories to reflect the employee's name and gender change and ensure that all workplace-related documents are also amended. This may include nametags, employee IDs, email addresses, organizational charts, health care coverage and schedules and human resources documents. No records of the employee's previous name, sex, gender, or transition will be maintained unless required by law.
(c) The Employer and the Union recognize that a trans worker has the right to use the washroom of their lived gender, regardless of whether or not they have sought or completed surgeries or completed legal name or gender changes.
General Transition Policy. The Union and Employer agree to the following general transition policy to cover transgender employees at work.
General Transition Policy. The Union and the Employer agree to the following general transition policy to cover transgender employees at work.
(a) The Employer and the Union will make every effort to protect the privacy and safety of trans workers at all times, and during an accommodated transition.
(b) Upon request by an employee, the Employer will update all employee records and directories to reflect the employee’s name and gender change, and ensure that all workplace-related documents are also amended. This may include nametags, employee IDs, email addresses, organizational charts, health care coverage and schedules and human resources documents. No records of the employee’s previous name, sex, gender or transition will be maintained unless required by law.
(c) Upon notification by an employee wishing to transition or in need of a gender support plan, or at the request of the Union, the Employer will work with the Union and the Employee to tailor a transition or support plan to the Employees particular needs.
(d) Regular employees may elect to utilize their sick bank, short-term benefits and long-term benefits for the purpose of gender affirming care or procedures not covered by provincial health plans.
(e) Casual employees may elect to utilize their weekly indemnity for the purpose of gender affirming care or procedures not covered by provincial health plans.
(f) The Employer will grant an employee up to eight weeks of leave without pay for medical procedures required during the transition period, available for gender affirming surgical procedure and revision.
General Transition Policy.
(a) The Employer and the "Union" will make every effort to protect the privacy and safety of trans workers at all times, and during an accommodated transition.
(b) Upon request by an employee, the Employer will update all employee records and directories to reflect the employee's name and gender change, and ensure that all workplace-related documents are also amended. This may include nametags, employee IDs, email addresses, organizational charts, health care coverage and schedules and human resources documents. No records of the employee's previous name, sex, gender or transition will be maintained unless required by law.
(c) The Employer will provide safe washroom and change room facilities to all trans workers. The Employer and the "Union" recognizes that a trans worker has the right to use the washroom of their lived gender, regardless of whether or not they have sought or completed surgeries, or completed legal name or gender changes.
(d) Medical leaves of absence for transitioning employees, will be provided/accommodated on the same terms as any other medical leave.
(e) The Employer will review current policies and procedures, such as dress codes and change room policies and ensure they are consistent with trans inclusion.
(f) Upon notification by an employee wishing to transition or in need of a gender support plan, or at the request of the Union, the Employer will work with the Union and the employee to tailor a transition or support plan to the employee's particular needs.
General Transition Policy. The Union and Employer agree to the following general transition policy to cover transgender employees at work.
(a) The Employer and the Union will make every effort to always protect the privacy and safety of trans workers and during an accommodated transition.
(b) Upon request by an Employee, the Employer will update all Employee records and directories to reflect the Employee's name and gender change and ensure that all workplace-related documents are also amended. This may include nametags, Employee IDs, email addresses, organizational charts, health care coverage and schedules and human resources documents. No records of the Employee's previous name, sex, gender or transition will be maintained unless required by law.
(c) The Employer will provide safe washroom and change room facilities to all trans workers. The Employer and the Union recognizes that a trans worker has the right to use the washroom of their lived gender, regardless of whether or not they have sought or completed surgeries or completed legal name or gender changes.
(d) Health care benefit coverage and medical leaves of absence for transitioning Employees, will be provided/accommodated on the same terms as any other medical cost or leave.
(e) Upon notification by an Employee wishing to transition or in need of a gender support plan, or at the request of the union, the Employer will work with the union and the Employee to tailor a transition or support plan to the Employee's particular needs.
(f) The Employer will grant an Employee up to eight weeks of leave with pay for medical procedures required during the transition period, available for each gender affirming surgical procedure and revision.
General Transition Policy. The Employer and the Union agree to the following policy to cover the general transition policy for the transgender employees at work.
(a) The Employer and the Union will make every effort to protect the privacy and safety of trans workers at all times, and during transition.
(b) Upon request by an employee, and where possible, the Employer will update all employee records and directories to reflect the employee's name and gender change, and ensure that all workplace related documents are also amended. This may include nametags, employee IDs, email addresses, organizational charts, health care coverage and schedules and human resources documents. No records of the employee's previous name, sex, gender or transition will be maintained unless required by law.
(c) Upon notification by an employee wishing to transition or in need of a gender support the Employer will discuss with the employee if any workplace support is needed. ▇▇▇▇▇▇▇▇▇ ▇▇▇▇▇ ▇▇▇▇▇▇ Esteeves President Executive Director HR West - Negotiator ▇▇▇▇▇▇ ▇▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇▇▇ Bargaining Committee Chair Labour Relations Manager ▇▇ ▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇ Bargaining Committee ▇▇▇ ▇▇▇▇ ▇▇▇▇▇▇ Tseng Bargaining Committee ▇▇▇▇ ▇▇▇▇▇▇▇ Senior Staff Representative - Negotiations Date: March 4, 2024 APPENDIX A Cashier $15.96 $16.85 $17.93 $19.56 $20.10 Count Team $16.92 $18.00 $19.08 $20.17 $21.25 Cage Supervisor $22.46 $23.00 $23.54 $24.08 $24.62 Count Team Supervisor $22.46 $23.00 $23.54 $24.08 $24.62 Guest Services Representative $15.96 $16.38 $17.46 $18.54 $19.62 Guest Services Supervisor $19.68 $20.22 $20.76 $21.30 $21.85 Floor Security $21.10 $21.64 $22.19 $22.74 $23.28 Security Supervisor $22.74 $23.28 $23.82 $24.36 $25.44 Slot Attendant $15.96 $16.24 $16.78 $17.32 $17.86 Slot Supervisor $18.45 $18.99 $19.53 $20.08 $20.62 Dealer Level 1 $15.96 $15.96 $15.96 $15.96 $16.24 Dealer Level 2 $16.02 $16.62 $17.21 $17.81 $18.40 Dealer Level 3 $17.53 $18.07 $18.62 $19.16 $19.70 Dealer Supervisor Level 1 $19.92 $20.46 $21.00 $21.54 $22.08 Dealer Supervisor Level 2 $21.00 $21.54 $22.08 $22.62 $23.16 Boxman $21.43 $21.97 $22.51 $23.05 $23.59 Dishwasher $15.96 $16.28 $16.82 $17.36 $17.90 Shift Lead $16.50 $17.04 $17.58 $18.14 $18.68 Storekeeper/Receiver $22.61 $23.15 $23.69 $24.24 $24.78 Senior Chef de Partie $24.83 $25.37 $25.92 $26.46 $27.00 Chef de Partie $22.12 $22.66 $23.21 $23.75 $24.29 Chef de Partie (Chinese Cuisine) $24.16 $24.70 $25.24 $25.78 $26.32 Demi Chef de Partie $19.43 $19.97 $20.51 $21.05 $21.59 Demi C...
General Transition Policy. The Union and Employer agree to the following general transition policy to cover transgender employees at work.
(a) The Employer and the Union will make every effort to protect the privacy and safety of trans workers at all times, and during an accommodated transition.
(b) Upon request by an employee, the Employer will agree to refer to the employee by their new name and immediately change all records and directories where a legal name change is not required including schedules and correspondence. Once legal documents are provided in support of a name and/or gender change, the Employer will update all records dating from receipt of the legal name change confirmation, and any other legal documents, including employment agreements, in possession of the Employer, as well as any other documents that are requested or required to be disclosed.
(c) The Employer will provide safe washroom and change room facilities to all trans workers. The Employer and the Union recognizes that a trans worker has the right to use the washroom of their lived gender, regardless of whether or not they have sought or completed surgeries, or completed legal name or gender changes.
(d) Upon notification by an employee wishing to transition or in need of a gender support plan, the Employer will meet with employee and the Union to discuss the employee’s wishes.
General Transition Policy. The Union and Employer agree to the following general transition policy to cover transgender Employees at work.
(a) Both Parties will make every effort to protect the privacy and safety of transitioning Employees during and post-transition.
(b) The Employer shall make every effort to have gender neutral washrooms in the workplace at all times. If this is not possible, both parties recognize that a transitioning Employee has the right to use the washroom of their lived gender, regardless of whether or not they have sought or completed surgeries.
(c) Upon request by an Employee, the Employer will update all Employees’ records and directories to reflect the worker’s name and gender change and ensure that all workplace-related documents are also amended. This may include name tags, work identification, email addresses, organizational charts, health-care coverage and schedules. No records of the Employee’s previous name, sex or transition will be maintained post-transition unless required by law.
(d) The Employer will provide a safe space to change to an Employee during and after transition, to the extent that such a space is available to the Employer.
General Transition Policy. The Union and Employer agree to the following general transition policy to cover transgender employees at work.
(a) The Employer and the Union will make every effort to protect the privacy and safety of transgender workers at all times, and during an accommodated transition.
(b) Upon request by an employee, the Employer will update all employee records and directories to reflect the employee’s name and gender change and ensure that all workplace-related documents are also amended. This may include nametags, employee IDs, email addresses, organizational charts, health care coverage and schedules and human resources documents. No records of the employee’s previous name, sex, gender or transition will be maintained unless required by law.
(c) The Employer will provide safe washrooms and change room facilities to all transgender workers. The Employer and the Union recognizes that a transgender worker has the right to use the washroom of their lived gender, regardless of whether or not they have sought or completed surgeries or completed legal name or gender changes.
(d) Health care benefit coverage for transition-related costs, and medical leaves of absence for transitioning employees, will be provided/accommodated on the same terms as any other medical cost or leave.
(e) Upon notification by an employee wishing to transition or in need of gender support plan, or at the request of the Union, the Employer will work with the Union and the employee to tailor a transition or support plan to the employee’s particular needs.
(f) The Employer will grant an employee up to 8 weeks of unpaid leave for medical procedures required during the transition period, available for each gender affirming surgical procedure and revision.