IN THE WORKPLACE Sample Clauses

IN THE WORKPLACE. The parties recognize that employees may be exposed to unwanted behaviour from others in the workplace and that such behaviour may result in injury and/or emotional distress to an employee. The Corporation agrees to continue its development of explicit policies and procedures to deal with such situations and shall submit such policies to the Joint Occupational Health and Safety Committee for review. The Joint Occupational Health and Safety Committee shall concern itself with those matters and shall make such recommendations as it deems appropriate.

IN THE WORKPLACE. The Association has implemented a Workplace Violence Prevention Policy (“Policy”) that has been reviewed by the Joint Health and Safety Committee. The Policy will be reviewed by the Joint Health and Safety Committee on an annual basis and the Joint Health and Safety Committee may provide feedback for the Association’s consideration.

IN THE WORKPLACE. It is recognized that every employee has a right to a workplace that is safe and free from violence. The parties agree that a Joint Ad Hoc Committee composed of two (2) representatives from CSU National Office Component, two (2) representatives from COPE Local 491, two (2) representatives from CSU and three (3) representatives from CUPE shall convene a meeting, within two (2) months of the ratification of the collective agreement, to begin work on developing a policy and procedures for dealing with Violence in the Workplace, for approval by the National Officers. The parties further agree that implementation of the policy and procedures should be a primary responsibility of Regional/Local Joint Health & Safety Committees and that reports from these committees should form part of the standing agenda of National Labour Management meetings. This shall include results of risk assessments on violence in the workplace, which should be conducted on an annual basis, except where specific events require other risk assessments, which information should also be forwarded to all other Regional Health & Safety Committees within CUPE across the country. The parties further agree that subsequent to the Joint Ad Hoc Committees’ completion of its mandate, there be an annual joint meeting, at the National level, to review and assess events/incidents, which may have occurred and the need for possible changes to the policy and/or procedures.

IN THE WORKPLACE. All references to the female or male gender in this Agreement will be read as applying to the opposite gender where the context would apply.

IN THE WORKPLACE. The Employer is to continue with current policies and procedures dealing with violence in the workplace, said policies and procedures to be reviewed and discussed at the Hospital -Association Committee as necessary.

IN THE WORKPLACE. ARTICLE A

IN THE WORKPLACE. Any employee who believes the situation to be abusive shall report this to the immediate supervisor who will make every reasonable effort to rectify the abusive situation. The parties agree that if incidents involving aggressive patient action occur, such action will be recorded and reviewed at the Joint Occupational Health and Safety Committee. Reasonable steps within the control of the Employer will follow to address the legitimate health and safety of employees presented in that forum. The Employer shall notify the Union within seven (7) days of any employees who have been assaulted while her or his work. The assaulted employee may choose to have her or his name remain confidential. Such information shall be provided to the Association in writing as soon as possible. Updated statistics on numbers of staff assaulted while performing work will be brought to each meeting of the Joint Occupational Health and Safety Committee. When an employee, in the exercise of her or his functions, suffers damage to her or his personal belongings (clothing, watch, glasses, contact lenses or other prosthesis, etc.) the Employer shall provide for replacement or repair at no cost to the employee. The employee will endeavour to present her or his claim to the Employer within seven (7) days after the event, unless it was impossible for her or him to do so during this period ARTICLE R PROFESSIONAL DEVELOPMENT COMMITTEE LETTER OF UNDERSTANDING The Hospital is committed to achieving the goal of a Hospital wide ratio of full- time to part-time nurses. By June Administrative Directors will identify for the committee the end ratio for each unit. For operational reasons unit ratios may vary, but the overall hospital ratio will be A joint committee comprised of Hospital members and Union members will be established and will meet by July and thereafter as often as mutually agreed necessary, to develop strategies to implement the ratio. The committee will examine unit staffing needs and develop a plan prioritizing areas for increasing the full-time complement in collaboration with the manager for the service. The plan will include unit specific timetables to move the hospital towards its objective by December The first phase of the plan will include posting a block of full time positions as soon as possible following the committee’s initial meeting. The parties recognize that there will be some reduction in part-time complement, however wherever possible, vacancies and attrition will be...

IN THE WORKPLACE. The Hospital agrees to develop a Hospital-wide policy on Violence in the Workplace with participation of a Union Representative, during the term of this Collective Agreement.

IN THE WORKPLACE. The Alliance and the Airport Authority recognize the right of employees in an environmentfree from sexual and personal harassment and the AirportAuthority undertakes to ensure that sexual and personal harassment will not be tolerated in the workplace. Subject to the provisions of the Canadian Human Rights Act, there shall be no abuse, discrimination, interference, restriction, coercion, harassment, intimidation, or any disciplinary action exercised or practiced with respect to any employee by reason of age, race, creed, colour, national origin, religious affiliation, sex, sexual orientation, gender identity, gender expression, family status, mentalor physicaldisabilityor language, political affiliation, marital -status and criminal record for which a pardon has been granted, or membership or activity in the Alliance.

IN THE WORKPLACE. ‌ The Kitimat Public Library Association and the Canadian Union of Public Employees, Local 707, jointly affirm that every Employee shall be entitled to a respectful workplace. The environment must be free of discrimination and harassment. The principle of fair treatment is a fundamental one and both the Employer and the Union do not and will not condone any improper behaviour on the part of any person which would jeopardize an Employee’s dignity and well-being and/or undermine work relationships and productivity. Through this Collective Agreement, the parties agree that there shall be no discrimination based on: - ancestry - race - ethnic or national origin - age - nationality - political belief, association, or activity - religion or creed - family status - sex, including pregnancy - marital status - source of income - physical or mental disability - place of residence - membership or activity in a Union Harassment is a form of discrimination and includes personal harassment. Harassment means any improper behaviour by a person that is directed at and/or is offensive to any Employee and which that person knew or ought reasonably to have known would be inappropriate or unwelcome. It comprises objectionable conduct, comment or display that belittles or causes personal humiliation or embarrassment to an Employee. The definition of discrimination and harassment contained within the BC Human Rights Code shall also apply. Some examples of harassment are: - displaying of pornographic, racist, or other offensive or derogatory pictures, cartoons, or printed matter; - practical jokes which cause awkwardness or embarrassment; - unwelcome invitations or requests, whether indirect, explicitly or intimidating; - leering or other gestures; - unnecessary physical contact such as touching, patting, pinching, or punching; and physical assault.