General Work Environment Sample Clauses

General Work Environment a. ▇▇▇ and WBNG agree that a safe, healthful, and smoke free workplace is in the interest of all workers. Toward that end, ▇▇▇ and all employees will take reasonable steps to have a safe and healthful workplace free from recognized hazards. b. Employees will promptly report to ▇▇▇ any hazard or potential hazard. c. ▇▇▇ will comply with all applicable local, state and federal health and safety laws and regulations. Any claim that ▇▇▇ has violated this provision will be subject to steps one to three of the grievance procedure set forth in Article 29 (Grievance Procedure) and will be subject to arbitration. d. Where specific laws or standards do not exist, ▇▇▇ will take reasonable steps to ensure appropriate working conditions and to provide for appropriate standards of workplace sanitation, ventilation, cleanliness, light, noise control, heating, air conditioning and air flow. In the event of acute public health or safety threat, ▇▇▇ will follow minimum recommended safety requirements of appropriate public health and safety organizations such as federal, state, and local health authorities, CDC, or WHO. ▇▇▇ will not be limited to these safety measures and may choose to take additional steps necessary to ensure a safe and healthy work environment. e. Remedies to health, safety, or environmental problems will not be arbitrarily limited to one group of employees. f. ▇▇▇ will make reasonable arrangements for employees who provide medical documentation of sensitivity to fresh paint and new carpet odors. g. Grade and seniority within the department may be considered in assigning bargaining unit work locations.

General Work Environment. Our goal is to bring our people together in unity and connectedness by being a great place to work. We all have a role in ensuring we have a positive and safe workplace where personal wellbeing is enhanced by the workplace culture and physical environment enabling everyone to thrive. We want you to work in a constructive atmosphere that is respectful, challenging and energetic. We do not tolerate discriminatory, harassing or bullying behaviour in the workplace. There are various options available for raising issues of this nature, whether with the individuals concerned or with us directly, in accordance with our policy. Under the Protected Disclosures Act 2000, as an employee you can make a protected disclosure if you reasonably believe that serious wrongdoing is occurring within LINZ. Protected disclosures must be kept confidential and cannot give rise to legal proceedings, or retaliatory or discriminatory action in the workplace. More information can be found on the LINZ Protected Disclosures Act policy. We wish to ensure that you have the necessary resources in order to perform in your role and that any legitimate and authorised work-related expenses incurred in the course of your employment (eg for work-related travel) will be reimbursed on an actual and reasonable basis in accordance with the LINZ Sensitive Expenditure policy. We act within our delegations and comply with all applicable laws and regulations, LINZ policies, procedures and guidelines or other arrangements within LINZ. We ensure that government priorities and policies are reflected in what we do.

General Work Environment a. The Employer shall make reasonable provisions for the safety and health of all employees while at work. The Employer will also review unsafe conditions brought to its attention by the Guild or its representatives for corrective action when necessary. The Employer and the Guild recognize their obligations and rights under existing federal and state laws with respect to safety and health. b. As provided by federal and/or applicable state law, employees have the right to refuse work which is hazardous and will not be retaliated against or docked in pay for such a refusal. c. The Employer will continue to provide adequate trauma informed training and support for mental health and direct and vicarious trauma. d. The Employer will make a good faith effort to ensure employees have a safe place to park their automotive vehicles or bikes while working at SPLC offices. The Employer will provide parking, cover the full cost of parking if parking is not provided, or cover the full cost for transit passes for those employees who commute to work via public transit rather than driving. The monthly amount is subject to the IRS limits for parking and transit benefits and any amount in excess of the allowed limit will be taxable to the employee (2021 limit is $270 per month). This monthly benefit does not apply to employees who are working remotely.