Healthy Workplaces Agreement Sample Clauses

Healthy Workplaces Agreement. The parties to the Te Whatu Ora (previously DHBs) / CTU Health Unions National Terms of Settlement agree that all employees should have healthy workplaces. Achieving healthy workplaces requires: • Effective care capacity management; having the appropriate levels of staff, skill mix, experience, and resources 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. The parties agree that these seven elements should be evident in all Te Whatu Ora workplaces and apply to all employees, and agree to work jointly towards the implementation of them by the following: • The parties agree to work together to establish a national framework for a whole of system approach to care capacity management which; - provides efficient, effective, user friendly processes and structures - provides centralized, multi stakeholder governance - is used consistently and effectively at all levels to manage and monitor care capacity - includes a core data set by which the health of the system is monitored and is used to inform forecasting, demand planning, and budgeting - includes consistent, credible, required responses to variance in care capacity - recognises the need for local solutions consistent with the principles of healthy workplaces Each party will undertake to promote and model behaviour that demonstrates productive engagement and builds a workplace culture that enables everyone to feel their contribution is val...
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Healthy Workplaces Agreement. The parties to this MECA agree that all employees should have healthy workplaces. Te Whatu Xxx and NZNO commit to the following:
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Healthy Workplaces Agreement a) The parties agree that all Employees should have a healthy workplace the meets the requirement of the Health and Safety in the Workplace Act (2015). b) Workplace wellness forms part of the Xxxxxxxx Hospice Trust Health and Safety Plan and the organisational Workplace Wellness Strategy. c) Part of this strategy is having the appropriate levels of staff, skill mix, experience,and resourcing to achieve a match between demand and capacity d) 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 e) Having the right tools, technology, environment, and work design to support health and safety andto ensure effective health care delivery. This includes the opportunity to be involved in the decisions about what is needed and when. f) Recognising that wellness in the workplace is also the responsibility of the Employee to manage and seek support when required.
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Healthy Workplaces Agreement. 6.1 The parties agree that all employees should have healthy workplaces.
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Healthy Workplaces Agreement. The parties to this MECA agree that all employees should have healthy workplaces. The DHBs and NZNO commit to the following: 1) Full implementation of CCDM in all DHBs by 30 June 2021. 2) DHB implementation plans shall be agreed between the CCDM councils in each DHB and the Safe Staffing Healthy Workplaces Governance Group within 6 months of ratification of the NZNO/DHB MECA. 3) The plans shall be published by each DHB and the SSHWU, and complied with according to the agreements reached with the SSHWU Governance Group. 4) The plans shall comply with the CCDM standards and among other things include;
Sample 1

Related to Healthy Workplaces 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.

  • PROFESSIONAL DEVELOPMENT AND EDUCATIONAL IMPROVEMENT A. Tuition costs incurred by administrator shall be reimbursed by the Board of Education under the following terms and conditions: 1. Tuition costs eligible for reimbursement must be for courses in the field of education. In addition, courses not in the field of education but closely related may be approved for reimbursement at the sole discretion of the Superintendent or his/her designee in advance of enrollment. Reimbursement will not be made until satisfactory evidence of having received a passing grade is presented. 2. Reimbursement for actual tuition costs incurred by a member shall be limited to a maximum reimbursement of the average tuition cost for twelve (12) graduate/Doctoral level credits at the following four (4) state universities: Rutgers, Rowan, College of New Jersey, and Montclair computed annually. Masters’ degree maximum will be limited to the average Masters’ level cost and Doctorate degree maximum will be limited to the average Doctoral level cost. 3. The date on which a course is completed will determine the contract year in which the credits will be applicable for reimbursement. 4. Non-tenured members shall be eligible for reimbursement at the level set forth in Subsection 2 above, for tuition costs incurred for graduate credits earned during a period after the award of a first-year contract, but prior to the commencement of work under a tenured contract; provided however, such reimbursement shall not be payable to such member unless and until said member has commenced work under a tenure contract. 5. Upon satisfactory compliance by the member with all of the terms and conditions set forth in the preceding subsections, such member shall be paid his/her reimbursement entitlement on either October 2 for the prior Spring and Summer course work taken, or April 1 for the prior Fall course work provided that the member is still in the employ of the Board on such date. Such payment shall be further conditioned on said member remaining in the employ of the Board for the remainder of the current school year. In the event that such member shall leave the employ of the Board prior to the expiration of the school year in which such reimbursement entitlement has been paid, such member shall be obligated to refund to the Board the entire reimbursement paid to him/her during such school year, and for such purpose, the Board shall be empowered to deduct said sum from such member’s salary payments. 6. No member shall be eligible for tuition reimbursement in connection with tuition costs incurred that are paid by the Veteran’s Administration or any other outside agency. 7. Upon earning tenure in the district as an administrator, the Board of Education shall reimburse the administrator costs associated with their participation in the New Jersey State Mentoring and Assessment Program. Participation in the Mentoring and Assessment Program must have occurred entirely during the time of employment in the Washington Township Public School District.

  • Contract for Professional Services of Physicians Optometrists, and Registered Nurses

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