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. 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.
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.
(2) Shall ensure that offices are adequately covered in terms of both the numbers and types of employees needed during official business hours. Office coverage includes answering phones; expeditious handling of inquiries from the public; maintaining clerical, technical, and professional support of office functions; providing representation at essential meetings; meeting deadlines and peak workload requirements or other program needs.
(3) Shall approve/disapprove all work schedules, subject to provisions of this Article, prior to being worked, and also considering health and safety factors.
(4) Shall determine who will be required to work particular schedules in order to meet coverage or other operational requirements. To the extent possible, however, personal preferences will be considered in making such decisions.
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: 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 personally witness discrimination that appears to breach this Policy, or you overhear someone talking about what appears to be a breach of this Policy committed against someone else, you must intervene to stop the discrimination, and speak confidentially with the person or people who appear to have breached the policy. You should explain what you saw/overheard and why you are concerned. You should give the person or people full opportunity to tell you their side of the story. What will appropriately be your next action depends on whether there was a breach. If it turns out not to have been a breach of this Policy, you should offer an apology. However you may wish to explain why you needed to inquire into the incident. If it is a breach of this Policy, you should tell the person that you will be informing the person who you think may have been discriminated against that they have a right to act under the College’s Grievance Policy and Resolution System. You should then refer the person you think may have been discriminated against to a Grievance Officer. If it appears that they are unlikely to take action, you should inform them that you will now need to speak confidentially to the Grievance Officer. You should explain that the Grievance Officer may wish to investigate the matter further and/or if necessary, refer it to the relevant staff or student misconduct process. If someone informs you that they or someone else are/is experiencing discrimination, you must make clear that the victim of the alleged discrimination has the right to tell the alleged discriminator to stop – if they feel able to do this. If they do not feel able to do this, or they have done this without success, you should encourage them to act, and refer them to Grievance Officer. If it appears that they are unlikely to take further action, and the matter is so serious that it has implications for their (or someone else’s) health or safety, you must speak immediately and in confidence with the Grievance Officer. Tell the person concerned that this is what you are going to do.
Managers and Supervisors. Assist employees with chemical dependency problems who are seeking help and support recovery efforts. • Attend training programs on detecting substance abuse and the administration of the City of Vancouver Substance Abuse Policy. • Adhere strictly, at all management levels, to the policies and procedures established for drug and alcohol testing. • Require an employee to submit to drug testing when there is reasonable suspicion to believe the employee has used alcohol and/or a controlled substance in a way which violates the law and/or this policy. • Work with HRRS and Law Departments to understand the employee's rights and the assistance resources available if they are identified as being chemically dependent. • Take every reasonable measure to safeguard the privacy of an employee in connection with this policy. Maintain the confidentiality of an employee who voluntarily requests assistance in dealing with chemical dependency.
