Managers and Supervisors. Managers and supervisors are responsible and accountable for: • Undertaking their duties and behaving in a manner that is consistent with the provisions of the Code of Conduct and Client Service Standards • The effective implementation, promotion and support of the Code of Conduct and Client Service Standards in their areas of responsibility • Ensuring Employees under their control understand and follow the provisions outlined in the Code of Conduct and Client Service Standards.
Managers and Supervisors. The evaluator will rate the interaction with managers and other supervisory staff during the course of performance in all Districts served by this company. Scores may range from a high of 5 points to a low of 0 points.
Managers and Supervisors. 14.3 Managers and supervisors are responsible for directly and continuously supervising compliance with all Linfox safety policies and procedures for all employees, contractors and visitors under their direct control. Occupational Health and Safety Representatives
Managers and Supervisors. Managers and Supervisors will act in a managerial or supervisory capacity, but may perform such work as is necessary to instruct other employees, to handle cases of extreme emergency or to handle other special circumstances.
Managers and Supervisors. The Employer recognizes its responsibility for its acts and those of its managers and supervisors with respect to sexual harassment to the extent of and in accordance with applicable law.
Managers and Supervisors. Your managers and supervisors are also insureds, but only with respect to their duties as your managers and supervisors. Managers and supervisors who are your “employees” are also insureds for “bodily injury” to a co- “employee” while in the course of his or her employment by you or performing duties related to the conduct of your business. This provision does not change Item 2.a.(1)(a) as it applies to managers of a limited liability company.
Managers and Supervisors. (1) Shall ensure that the mission of the agency is not adversely impacted by alternative work schedules through a reduction in productivity; a diminished level of services provided to the public; or an increase in operations cost. The Employer may terminate an alternative work schedule under these conditions. However, such termination is subject to the negotiated grievance procedure.
Managers and Supervisors. 6. Equality Impact Assessment
Managers and Supervisors. All managers and supervisors must make every reasonable effort to prevent discrimination occurring within their workplace. If you are a manager or supervisor you must: • Ensure that all the people you supervise or teach know about and understand this policy. • Be familiar with the purpose of this policy so that you are able to respond effectively to any questions or concerns raised by the people that you supervise or teach. • Be a good role model — do not engage in any behaviour that could be interpreted as discrimination, and take care not to leave yourself open to false allegations of discrimination. • Make it clear that you will not tolerate any discriminatory behaviour or practices from any of your students or colleagues. • Ensure that your work/study environment is free of sexist, racist, or any other type of stereotyping material, posters, screen savers, etc. • If you feel that graffiti or other material that appears on College property breaches this policy, please contact the Director Corporate & Business Services (DCBS). The DCBS will decide whether the material should be removed and make arrangements for its removal. Should a concern arise about the removal of the material please advise the concerned party to discuss their concern with the DCBS. • If you are introducing a new staff member/student into your work/study environment that is of a different age, gender, ethnic background etc, to others in the work/study environment, actively monitor the environment to ensure they are not subjected to discrimination. • Follow up any colleague/student behaviour changes that could have resulted from discrimination e.g. if you think that someone in your work team or student group is behaving in a manner that suggests that they may have a discrimination problem or complaint, you should raise the issue with them confidentially. If they reveal a problem or concern that should be dealt with under the Grievance Policy and Resolution System, you should encourage them to act, and refer them to a Grievance Officer. • Ensure that your work team/students know that the College wants them to immediately report any discrimination that they are unable to resolve themselves. • Ensure that they know whom they can contact for support, advice and/or problem solving. • Act immediately if you witness any discrimination or overhear someone talking about an act of discrimination. If you personally witness discrimination that appears to breach this Policy, or you overhear someone...
