MENTAL HEALTH IN THE WORKPLACE Sample Clauses

MENTAL HEALTH IN THE WORKPLACE. The Government of the Northwest Territories and the Northwest Territories Teachers’ Association recognize that the Northwest Territories with its many and diverse cultu res creates a distinct environment which brings with it unique challenges related to teacher mental health in the schools and other workplaces. The multi-generational tra xxx xxxxx ng out of the Residential School experience has had a lasting impact on the mental health and well-being of many of our comm unities.
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MENTAL HEALTH IN THE WORKPLACE. The Employer and the Union recognize the importance of psychological health and safety in the workplace.
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MENTAL HEALTH IN THE WORKPLACE. Energy Queensland recognises that the workplace plays a vital role in assisting employees affected by mental health issues including anxiety and depression and is committed to: • Eliminating stigma attached to mental health in the workplace; • Providing support and assistance to employees; and • Effectively assessing and minimizing workplace contributory risks and causes of mental illness Energy Queensland recognises the importance of proactive initiatives which support employees who may be suffering from mental health issues. To assist the facilitation of such initiatives Energy Queensland is committed to partnering with external providers to deliver a holistic and best practice approach to support employees affected by mental health issues New Clause 14.8 Asbestos Management Schedule 2 - Redundancy Provisions Schedule 3 - Classification Structure Includes commitment to introducing EQL policy within 3 months Adopted Energex Clause as it is more perscriptive Addition of 5.4.1 Classification Structure Energy Queensland acknowledges that ongoing discussions will occur between the parties to this Agreement regarding issues identified within the classification structure. In line with the Queensland Code of Practice for How to Manage and Control Asbestos in the Work Health and Safety Xxx 0000 and relevant legislation (as amended from time to time), the long-term goal of Energy Queensland is to achieve, as far as is reasonably practicable, an asbestos- free workplace. Energy Queensland will continue to maintain and further develop an asbestos management plan, with a view to achieving the objective which is set out above. Energy Queensland commits to introducing and EQL Asbestos Management Policy within 3 months of approval of agreement
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MENTAL HEALTH IN THE WORKPLACE. The Parties recognize that mental health issues are a major cause of disability and other problems in the workplace. The Employer recognizes that mental illness may constitute a disability for the purposes of the Human Rights Act and recognizes its duty to accommodate mental disabilities to the point of undue hardship.
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MENTAL HEALTH IN THE WORKPLACE. The parties both agree that a psychologically healthy work environment is a desirable objective for both the Employer and its employees. The Union acknowledges that it can play a role in reaching this objective. The parties further acknowledge that one challenge is identifying psycho-social hazards in the workplace that may cause or contribute to mental health conditions, and looking for ways to eliminate them or reduce these effects. The parties must be committed to a greater awareness of mental health issues needed to break down barriers for those suffering. It is important to raise awareness in the workplace around mental health issues and ensure managers and employees learn how to recognize a potential mental health issue and how to address the issue appropriately and professionally. It is also important for the parties to work together to help employees dealing with mental health issues to address those issues within the professional workplace setting. a mental illness and creating a safe and comfortable workplace environment for everyone. The parties further agree to meet within ninety (90) days of ratification to discuss various training tools available with a desire to establish a mutually agreeable mechanism in which to facilitate workplace training on this subject. Understanding the above the parties agree to work together during the life of the agreement in the hopes of engaging managers and employees on mental health issues and their effect on the workplace.
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MENTAL HEALTH IN THE WORKPLACE. The parties recognize that mental health issues may be a cause of disability. Voluntary standards for the promotion of good mental health in the workplace have been produced by the Canadian Standards Association and endorsed by Health Canada. The Employer has been made aware of these standards. The Employer agrees that appropriate measures to address such standards are a suitable topic for dialogue held under the Labour Management Committee. The Employer recognizes that the return to work of an employee who has been disabled due to mental health issues is, in general, a desirable goal.
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MENTAL HEALTH IN THE WORKPLACE. Stanwell Corporation Ltd recognises that the workplace plays a vital role in assisting employees affected by mental health issues including anxiety and depression and is committed to:  Eliminating stigma attached to mental health in the workplace;  Providing support and assistance to employees; and  Effectively assessing and minimising workplace contributory risks and causes of mental illness. Stanwell Corporation Ltd recognises the importance of proactive initiatives which support employees who may be suffering from mental health issues. To assist the facilitation of such initiatives Stanwell Corporation Ltd is committed to partnering with external providers to deliver a holistic and best practice approach to support employees affected by mental health issues.
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MENTAL HEALTH IN THE WORKPLACE. Training: a) The Employer and the Union shall provide employees with training as it becomes available on dealing with Mental Illnesses in the Workplace. Training provider must be agreed to by the parties. b) The parties recognize that mental health issues are known to be a major cause of disability and other problems in Canadian workplaces. The Employer is aware of the existence of voluntary standards for the promotion of good mental health in the workplace, which have been produced by the Canadian Standards Association and endorsed by Health Canada. The Employer recognizes that the return to work of persons who have been disabled due to mental health issues is a desirable goal. Where possible without incurring undue hardship, the Employer will facilitate the return to work of such persons by adopting measures, where medically indicated, such as graduated return to work.
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Related to MENTAL HEALTH IN THE WORKPLACE

  • Mental Health The parties recognize the importance of supporting and promoting a psychologically healthy workplace and as such will adhere to all applicable statutes, policy, guidelines and regulations pertaining to the promotion of mental health.

  • Drug-Free Workplace Contractor represents and warrants that it shall comply with the applicable provisions of the Drug-Free Work Place Act of 1988 (41 U.S.C. §701 et seq.) and maintain a drug-free work environment.

  • Alcohol and Drug-Free Workplace City reserves the right to deny access to, or require Contractor to remove from, City facilities personnel of any Contractor or subcontractor who City has reasonable grounds to believe has engaged in alcohol abuse or illegal drug activity which in any way impairs City's ability to maintain safe work facilities or to protect the health and well-being of City employees and the general public. City shall have the right of final approval for the entry or re-entry of any such person previously denied access to, or removed from, City facilities. Illegal drug activity means possessing, furnishing, selling, offering, purchasing, using or being under the influence of illegal drugs or other controlled substances for which the individual lacks a valid prescription. Alcohol abuse means possessing, furnishing, selling, offering, or using alcoholic beverages, or being under the influence of alcohol.

  • Group Health Insurance The Employer shall provide a comprehensive health care insurance program for all permanent full-time and part-time employees. Health Plan characteristics and benefits shall be as provided in the Employer’s Agreement with the Ohio Civil Service Employees Association (hereinafter OCSEA). Regardless of the plan, employees will pay fifteen percent (15%) of the premium and the Employer will pay eighty-five percent (85%) of the premium; however for any alternative plans offered pursuant to the Agreement with OCSEA, the employees’ premium share will be determined by the Director of DAS, but will not exceed fifteen percent (15%) of the premium. The Employer’s premium share shall be paid on behalf of eligible employees as provided in the Employer’s Agreement with OCSEA. Employees who include a spouse as a dependent for healthcare coverage shall pay a surcharge as provided in the Employer’s Agreement with OCSEA. Eligibility provisions for employees enrolling in State provided health care plans shall remain the same as those in effect in the Employer’s Agreement with OCSEA. The Employer reserves the right to perform dependent eligibility audits upon recommendation of the Joint Health Care Committee. Health care costs paid on behalf of ineligible dependents will be subject to recovery. Deductibles, co-payments, and other plan design provisions for all benefit programs shall be the same as those prescribed in the Employer’s Agreement with OCSEA. Every year the Employer shall conduct an open enrollment period, at which time employees shall be able to enroll in a health plan, continue enrollment in their current plan, switch to another plan, subject to plan availability in their area, or waive coverage. The timing of the open enrollment period shall be established by the Director of the Department of Administrative Services (DAS), in consultation with the Joint Health Care Committee. Changes outside of open enrollment may only occur as prescribed in the Employer’s Agreement with OCSEA. Open Enrollment Fairs shall be held in accordance with Employer’s Agreement with OCSEA. There shall be established a Joint Health Care Committee composed of representatives of management, and of the various labor Unions representing State employees. The Committee shall meet regularly to monitor the operation of the State’s health care plans, and to make recommendations for the improvement of the plans and cost containment procedures. The Employer shall provide funding for dental, vision and the life benefits as described in Article 21 of the Employer’s Agreement with OCSEA and the Union’s Benefits Trust. Employee health insurance payments will be deducted from every paycheck. In the event an employee is receiving disability leave or Workers’ Compensation benefits, the Employer- policyholder shall continue, at no cost to the employee, the coverage of group health insurance for such employee for the period of such leave, but not beyond twelve (12) months. If the employee’s leave extends beyond twelve

  • Family Medical Leave or Critical Illness Leave a) Family Medical Leave or Critical Illness leaves granted to a permanent teacher, long-term occasional teacher or teacher hired into a term position under this Article shall be in accordance with the provisions of the Employment Standards Act, as amended. b) The teacher will provide to the employer such evidence as necessary to prove entitlement under the Employment Standards Act. c) A teacher contemplating taking such leave(s) shall notify the employer of the intended date the leave is to begin and the anticipated date of return to active employment. d) Seniority and experience continue to accrue during such leave(s). e) Where a teacher is on such leave(s), the Employer shall continue to pay its share of the benefit premiums, where applicable. To maintain participation and coverage under the Collective Agreement, the teacher must agree to provide for payment for the teacher’s share of the benefit premiums, where applicable. f) In order to receive pay for such leaves, a teacher must access Employment Insurance and the Supplemental Employment Benefit (SEB) in accordance with g) to j), if allowable by legislation. An employee who is eligible for E.I. is not entitled to benefits under a school board’s sick leave and short term disability plan. g) The Employer shall provide for permanent teachers, long-term occasional teachers and teachers hired into a term position who access such Leaves, a SEB plan to top up their E.I.

  • OCCUPATIONAL HEALTH & SAFETY (a) It is a mutual interest of the parties to promote health and safety in workplaces and to prevent and reduce the occurrence of workplace injuries and occupational diseases. The parties agree that health and safety is of the utmost importance and agree to promote health and safety and wellness throughout the organization. The employer shall provide orientation and training in health and safety to new and current employees on an ongoing basis, and employees shall attend required health and safety training sessions. Accordingly, the parties fully endorse the responsibilities of employer and employee under the Occupational Health and Safety Act, making particular reference to the following:

  • DRUG AND ALCOHOL FREE WORKPLACE 20.1 All employees must report to work in a condition fit to perform their assigned duties unimpaired by alcohol or drugs.

  • Substance Abuse Program The SFMTA General Manager or designee will manage all aspects of the FTA-mandated Substance Abuse Program. He/she shall have appointing and removal authority over all personnel working for the Substance Abuse Program personnel, and shall be responsible for the supervision of the SAP.

  • Medical Care and Emergency Leave An employee is entitled to a leave of absence without pay because of any of the following: 1. A personal illness, injury or medical emergency. 2. The death, illness, injury or medical emergency of an individual described in this Article. 3. An urgent matter that concerns an individual described in this Article. For the purposes of this Article, the individuals referred to in this Article are: - the employee’s spouse - a parent, step-parent or xxxxxx parent of the employee or the employee’s spouse - a child, step-child or xxxxxx child of the employee or the employee’s spouse - a grandparent, step-grandparent, grandchild or step-grandchild of the employee or of the employee’s spouse - the spouse of a child of the employee - the employee’s brother or sister - a relative of the employee who is dependent on the employee for care or assistance. An employee who wishes to take leave under this section shall advise his or her Hospital that he or she will be doing so. If the employee must begin the leave before advising the Hospital, the employee shall advise the Hospital of the leave as soon as possible after beginning it. An employee is entitled to take a total of 10 days’ leave under this section each year. If an employee takes any part of a day as leave under this section, the Hospital may deem the employee to have taken one day’s leave on that day for the purposes of this Article. The Hospital may require an employee who takes leave under this section to provide evidence reasonable in the circumstances that the employee is entitled to the leave. Upon the conclusion of an employee’s leave under this Article, the Hospital shall reinstate the employee to the position the employee most recently held with the Hospital, if it still exists, or to a comparable position, if it does not.

  • ACCESS TO PROTECTED HEALTH INFORMATION 7.1 To the extent Covered Entity determines that Protected Health Information is maintained by Business Associate or its agents or Subcontractors in a Designated Record Set, Business Associate shall, within two (2) business days after receipt of a request from Covered Entity, make the Protected Health Information specified by Covered Entity available to the Individual(s) identified by Covered Entity as being entitled to access and shall provide such Individuals(s) or other person(s) designated by Covered Entity with a copy the specified Protected Health Information, in order for Covered Entity to meet the requirements of 45 C.F.R. § 164.524. 7.2 If any Individual requests access to Protected Health Information directly from Business Associate or its agents or Subcontractors, Business Associate shall notify Covered Entity in writing within two (2) days of the receipt of the request. Whether access shall be provided or denied shall be determined by Covered Entity. 7.3 To the extent that Business Associate maintains Protected Health Information that is subject to access as set forth above in one or more Designated Record Sets electronically and if the Individual requests an electronic copy of such information, Business Associate shall provide the Individual with access to the Protected Health Information in the electronic form and format requested by the Individual, if it is readily producible in such form and format; or, if not, in a readable electronic form and format as agreed to by Covered Entity and the Individual.

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