Healthy Workplace. Western Oregon University is committed to having a positive learning and working environment for its students, faculty and staff. All individuals have the right to enjoy an environment free from all forms of conduct that can be considered harassing, threatening or intimidating. In addition, academic freedom can exist only when every person is free to pursue ideas in a non- threatening atmosphere of mutual respect. WOU is committed to protecting the academic freedom and freedom of expression of all members of the school community and this section on healthy workplace environments will be applied in a manner that protects those freedoms. Bullying and/or abusive conduct is reprehensible and threatening to the careers, educational experience, and wellbeing of all members of our community and will not be tolerated. This article is in addition to the Western Oregon University Sexual Harassment and Discriminatory Harassment policies.
Healthy Workplace. The parties to the agreement agree that all Employees should have healthy workplaces. This requires: • Having the appropriate levels of staff, skill mix, experience, and resourcing to achieve a match between demand and capacity. • Systems, processes and work practices that ensure efficient scheduling and a credible, consistent and timely response to variance in demand. • A workplace culture between Employees and their managers that reflects an understanding and actively advocates a balance between safe quality care, a safe quality work environment and organisational efficiency. • Recognition that everyone can be a leader by using the authority (expertise) vested in their role to participate and constructively engage with others. • The development of a learning culture that emphasises Employees at all levels being given the opportunity to extend their knowledge and skills, as identified in their performance development plans where they are in place. • Appreciation that good patient outcomes rely on the whole team and that teams need opportunities to work and plan together. • Having the right tools, technology, environment and work design to support health and safety and to ensure effective health care delivery. This includes the opportunity to be involved in the decisions about what is needed and when. If a party to this Agreement has any concerns with regard to any of the above principals, then a working party will be set up to investigate these concerns. The working party will comprise Employee representative(s), NZNO delegate/organiser and employer representative(s).
Healthy Workplace. The parties to this CA agree that all employees should have a healthy workplace. The parties support a workplace culture between employees and their managers that reflects this understanding and actively advocates an appropriate balance between safe quality care, a safe quality work environment and organisational efficiency in order to provide high quality, culturally appropriate healthcare. Joint NZNO/Employer Healthy Workplace Forums will be held quarterly each year.
Healthy Workplace. (a) The parties to this collective agreement agree that all employees should have a healthy workplace. The parties support a workplace culture with a collective responsibility for ensuring an appropriate balance between safe quality care, a safe quality work environment, patient or client access, and business sustainability.
Healthy Workplace. The following does not limit access to rights or provisions under The Saskatchewan Employment Act Part III, Occupational Health and Safety or The Saskatchewan Human Rights Code.
Healthy Workplace. The City and the Union have a shared interest in promoting a safe and respectful workplace for all staff as outlined in the Respectful Work Environment (RWE) Policy. Concerns related to the RWE policy can be raised pursuant to the Complaint Process for the Respectful Work Environment Policy. Employees may contact a Union xxxxxxx for assistance.
37.1 Electronic recognition systems, including but not limited to Automatic Vehicle Location (AVL), Global Positioning System (GPS), security cameras, proximity cards and any evolution of these respective technologies may be used for operational and programmatic purposes, including but not limited to improving health and safety at City work locations. The tracking should be limited to the legitimate operational purposes, conducted only during working hours. The City will comply with employees’ reasonable expectation of privacy. This includes protection from data collection in restrooms, dressing rooms, and lactation rooms. Policies developed and implemented to explain the legitimate operational purposes, circumstances under which data- collecting will take place, notices of the City’s right to review and use gathered data of employee actions while using City-owned property, and the data-collecting capabilities of the City-issued property, will be developed with feedback from the union.
Healthy Workplace. The parties to this Agreement acknowledge the importance of healthy workplaces (and will take all reasonably practicable steps to ensure that rostering and other workplace practices support this, including the development of a learning culture that emphasizes employees at all levels being given the opportunity to extend their knowledge and skills, as identified in their performance development plans where they are in place.
Healthy Workplace.
4.1.1 The Department and NZNO have jointly developed protocols for the implementation and operation of a Healthy Workplace programme in Prison Health Centres.
4.1.2 Health Services and NZNO are committed to working collaboratively to share best practice and to develop a conscious plan to work through and resolve issues at the Area Healthy Workplace Group level in pursuit of a healthy workplace for employees and management.
Healthy Workplace. 6.12.1 The Parties acknowledge the considerable human and financial costs of occupational stress and agree to work together to reduce the incidence and prevent costly stress related illness.
6.12.2 Council agrees to implement the following during the life of the Agreement to support the identification, prevention and management of workplace stress;
a. Develop and present appropriate employee and management training programs to improve the handling of stress as a workplace issue;
b. Provide individual access to confidential counselling services through Council’s EAP;
c. Encourage all employees to participate in a range of subsidised health and wellbeing events readily available through the Wellbeing@Work Program;
d. Take reasonable and practical steps toward employees getting back to work;
e. Encourage employees to take regular leave breaks; and
f. Encourage managers to give genuine consideration to requests, where operationally possible, for flexible employment arrangements (e.g., part-time work) to assist employee with their recovery of a stress related condition.
Healthy Workplace. (a) The parties to this agreement share a desire to prevent acquisition and transmission of communicable disease or infection.
(b) Where the Employer is aware of a child with a communicable disease or infection the Employer shall inform the employees about the inherent risk of the communicable disease or infection.
(c) The Employer will work with appropriate health organizations and notify employees of recommended preventative measure, including vaccinations. The YWCA will comply with all regulations of WorkSafeBC and BC Centre for Disease Control.
(d) The Employer shall, in consultation with the Occupational Health and Safety Committee, develop and implement programs and/or procedures to prevent acquisition and transmission of a communicable disease.
(e) The Employer may provide, as needed, information sessions/in-services to educate employees regarding communicable diseases as part of the program. Time spent by employees at these sessions shall be without loss of pay.
