Information and Training. Design-Builder shall provide all persons working on the Site with information and training on Hazardous Materials in their work at the time of their initial assignment, and whenever a new Hazardous Material is introduced into their work area.
Information and Training. A. Supervisors and officers will receive formal training and orientation about the substance abuse policy and program. The purpose of the training is to ensure fair and consistent implementation of the policy and program.
B. The Drug Program Manager’s contact information will be posted in every Noblesville Fire Department facility for employees to call if they have questions.
C. The Noblesville Fire Department will periodically issue and/or broadcast substance abuse information or drug and alcohol awareness literature to provide employee/family education about drug and alcohol problems.
D. Each employee will receive a copy of this policy and must read it. Employees will be required to read and sign an agreement form which attests that they have received a copy of this policy. This completed and signed form will become part of their personnel file.
E. The labor/management process between the Noblesville Fire Department and IAFF Local 4416 will be responsible for semi-annual review and evaluation of this policy and substance abuse procedures. Proposed changes to this policy as a result of that process will be referred to the Noblesville Fire Department Merit Commission for consideration and approval/rejection. Exhibit A
Information and Training i. The Contractor shall ensure that employees directly involved with operational vegetation management are trained as specified in the standard 240-52456757 – “Contract specification for Vegetation management services on Eskom networks”.
ii. The training of Principal Contractor employees in occupational health and safety matters relevant to their work is the responsibility of the Principal Contractor, unless other arrangements have been made contractually.
iii. The Principal Contractor shall ensure that his officials and employees are acquainted with all relevant provisions of the Occupational Health and Safety Act, the Regulations and the requirements of all relevant Environmental Legislation.
iv. The Principal Contractor shall provide his/her employees with information on potential health and safety hazards to which they may be exposed at their workplace.
v. The Principal Contractor shall instruct and train his/her employees in the measures available for the prevention, control and protection against those hazards.
vi. No person shall be employed in any work at a construction site unless that person has received the necessary information, instruction and training so as to be able to do the work competently and safely.
vii. The information, instruction and training should be given in a language understood by the worker and written, oral, visual and participative approaches should be used to ensure that the worker has assimilated the material.
viii. The Principal Contractor shall provide his employees with all personal protective equipment and the appropriate tools required for the safe and proper execution of the work.
ix. The Principal Contractor shall, if requested to do so by the Procurement Department, demonstrate to the satisfaction of the Risk Management Department, that his employees and any sub- contractors have completed site and job orientation and any other qualifications and safety training that may be required by Eskom.
x. The Project Manager shall ensure that the Principal Contractor and his staff undergo compulsory on site safety induction prior to commencing work on Eskom work sites.
Information and Training. At the introduction of this procedure, on a regular basis and at induction for new employees, an education program is to be implemented for all company personnel outlining the safety and health hazards associated with the use of drugs and alcohol. The program is to include the following elements: • The effects of drugs and alcohol on health, safety and work performance; • The consequences for employees, who fail to comply with the drug and alcohol procedure; and • Employee's responsibilities in relation to the use of medication. The program is to include the following elements: • What constitutes harmful alcohol use; • Dealing with the long-term user and those intoxicated in one-off situations; • The long and short-term effects of drugs and alcohol on fitness for work including health, safety and • work performance. • The long and short-term effects of drugs and alcohol on an individual's health; • Workplace and personal lifestyle stressors that can contribute to alcohol use; • Personal stress reduction methods; • Ways of dealing with problem drinking; • Who to approach in the workplace for assistance with drug and alcohol problems; • The counselling, treatment and rehabilitation services available in the workplace and externally; • The consequences for employees who fail to comply with the drug and alcohol procedure; and • Employee's responsibilities in relation to the use of medication. At the introduction of this procedure, on a regular basis and at induction for new supervisors and managers, an education program is to be implemented for all supervisors and managers outlining the managers' responsibilities in relation to this procedure. In particular, training on how to identify impairment due to drugs and alcohol and the process to be followed where there is a suspected breach of the procedure. Information on the procedure is to be included in the contractor induction program.
Information and Training. The College shall be responsible for compliance with the regulations governing exposure to bloodborne pathogens in the workplace under Section VI(b) of the Occupational Safety and Health Act of 1970, which regulations became effective March 6, 1992 (hereinafter “Regulations”). This responsibility includes but is not limited to providing all students with (a) information and training about the hazards associated with blood and other potentially infectious materials, (b) information and training about protective measures to be taken to minimize the risk of occupational exposure to bloodborne pathogens, (c) training in the appropriate actions to take in an emergency involving exposure to blood and other potentially infectious materials, and (d) information as to the reasons the student should participate in hepatitis B vaccination and post- exposure evaluation and follow-up.
Information and Training. 1. The Employer shall provide all bargaining unit members, subject to the drug and alcohol testing procedures of this section, with an in-service training on its drug and alcohol policies and procedures, the standards of conduct expected by the Employer relative to alcohol and drug use, the consequences of testing positive, and testing triggers and procedures, including a bargaining unit member's right to Association representation.
2. In conjunction with the training, the Employer must provide the bargaining unit members with written information regarding its drug testing policies and procedures, including information of all persons responsible for the employer's program, information on safety-sensitive functions, the conduct prohibited by the Act, the testing triggers and procedures, consequences, and information on the effects of alcohol and controlled substance use. The written material shall be that published by the U.S. Department of Transportation, Federal Highway Administration for the purposes of employee training and information, and/or other materials mutually agreed upon by the Association and Employer.
3. The Employer will provide the Association with notice and make available to one (1) representative of the Association, any training provided to its supervisors regarding the symptoms of alcohol misuse and controlled substance use for purposes of reasonable suspicion testing and any other drug and alcohol testing training. Said training will be provided without cost to the Union or its designated representative. The Association will be solely responsible for the designation of those Association representatives participating in the training.
Information and Training. The details of the ASAP will be made available to all flight deck crewmembers and their supervisors by publication in the FedEx Express Flight Operations Manual (FOM) and on the Flight Operations website. Each FedEx Express flight deck crewmember and manager will receive written guidance outlining the details of the program at least two (2) weeks before the program begins. Each flight crewmember will also receive additional instruction concerning the program during the next regularly scheduled recurrent training session, and on a continuing basis in recurrent training thereafter. All new-hire flight deck crewmembers will receive training on the program during initial training.
Information and Training. 1. Agency for Energy Efficiency publishes, through its official website, various publications or any information on energy efficiency mechanisms and financial and legal framework adopted in order to achieve the national energy saving target.
2. The Agency for Energy Efficiency Briefs final customers to the different methods and practices that serve to enhance energy performance.
3. Agency for Energy Efficiency organized training for representatives e institutions central, representatives of local authorities, energy auditors and energy managers legislation on energy efficiency, as well as measures for the implementation of this legislation.
4. The Minister adopts a directive on the type and frequency of information to be made available by the Agency for Energy Efficiency, as provided by this article. SERVICES POWER
Information and Training. The parties agree to provide information and training and copies of relevant manuals and codes to each other to assist in implementing this Agreement.
Information and Training. The Museum will: • Ensure that volunteers receive a full information pack about their area of work and their responsibilities to each individual service section. This will include information on processes to ensure fair treatment. • Provide volunteers with induction and training in the specific tasks to be undertaken (should this be required). Volunteers will also receive ongoing opportunities for learning and development as appropriate. • All Volunteer’s will be subject to an introductory period of three months. This introductory period takes into account that not all volunteering activities prove successful, and the Museum will work with volunteers to ensure they are allocated to the most appropriate project and task whilst they remain on the volunteer register.
