Obligation of Employees. Employees are obligated to bring any complaint of harassment to the attention of the Human Rights representative for the company or the union as soon as possible. If the Company/Union are not made aware of any issues of harassment they may be unable to address such issues. Employees are obligated to not engage in acts of harassment. What Harassment is not Properly discharged supervisory responsibilities including disciplinary action is not considered harassment. Neither is this policy meant to inhibit free speech or interfere with the normal social relations that are part of life in ArcelorMittal Woodstock. Filing a Complaint If an employee believes that he/she has been harassed on the basis of any of the ground stated above, that employee should: • Tell the alleged harasser(s) to stop, if possible • Document the event(s), complete with the time, date, and location, names of witnesses and details of each event if possible. • If the harassed employee does not feel able to approach the alleged harasser(s) directly, or if, after being told to stop, the alleged harasser continues, the harassed employee should: • xxxxx a complaint either directly through a person on his/her behalf with any company or union representative.
Obligation of Employees. Employees are obligated to bring a complaint of harassment to the attention of the employer or the Union as soon as possible. If the employer is not made aware of any issues of harassment, they may be unable to address such issues. If an employee believes that he/she has been harassed on the basis of any of the grounds stated in Article 3.01, that employee should: • Tell the alleged harasser(s) to stop, if possible; • Document the event(s), complete with the time, date, location, names of witnesses and details of each event.
Obligation of Employees. Employees are obligated to bring any complaint of harassment to the attention of the Human Rights representative for the company or the union as soon as possible. If the company / union is not made aware of any issues of harassment, they may be unable to address such issues. WHAT HARASSMENT IS NOT Properly discharged supervisory responsibilities including disciplinary action, or conduct that does not interfere with a climate of understanding and respect for the dignity and worth of Xxxx Corporation Ltd. employees are not considered harassment. Neither is this policy meant to inhibit free speech or interfere with the normal social relations that are a part of life in Xxxx Corporation Canada Ltd. (Kitchener) FILING A COMPLAINT If an employee believes that he/she has been harassed on the basis of any of the grounds stated above, that employee should: • Tell the alleged harasser(s) to stop, if possible; • Document the event(s), complete with the time, date, location, names of witnesses and details of each event, if possible. • If the harassed employee does not feel able to approach the alleged harasser(s) directly, or if, after being told to stop, the alleged harasser continues, the harassed employee should: • Lodge a complaint either directly through a person on his/her behalf with any company or union representative.
Obligation of Employees. Employees are obligated to bring any complaint of harassment to the attention of the Human Resources Manager for the Company or Committeeperson for the Union as soon as possible. If the Company/Union is not made aware of any issues of harassment, they may be unable to address such issues. What Harassment is not Properly discharged supervisory responsibility including disciplinary action or conduct that does not interfere with a climate of understanding and respect for dignity and worth of Dana employees are not considered harassment. Neither is this policy meant to inhibit free speech or interfere with normal social relations that are a part of life in Xxxx.
Obligation of Employees. In connection with the processing of personal data agreed here, Telekom shall maintain confidentiality in accordance with the DSGVO, in accordance with § 3 TTDSG and in accordance with § 203 of the German Criminal Code (StGB) and shall obligate and sensitize the persons authorized to process the personal data accordingly. In the area of application of the processing of social data, Telekom will additionally commit to maintaining social secrecy in accordance with § 35 SGB I. Agreements in the GTC and the applicable documents to maintain confidentiality and protect non-personal data shall remain unaffected. Insofar as no agreement has been made in this respect in the General Terms and Conditions and the applicable documents, both parties undertake to keep secret all information from the area of the other party which is not generally public knowledge and which becomes known to them through the business relationship and not to use it for their own purposes outside this contract or the purposes of third parties.
Obligation of Employees. 3.3.1 An Employee shall, as directed by the Company, carry out those duties and use those tools and/or equipment that are reasonably within the limits of the Employee’s skill, competence and training.
Obligation of Employees. Employees are obligated to bring any complaint of harassment to the attention of a supervisor or human resources representative for the Company as soon as possible. The Employee may also choose to bring the issue to the attention of the Union. If the Company is not made aware of any issues of harassment, they may be unable to address such issues. What Harassment is Not This policy is not intended to limit or constrain the reasonable exercise of management functions in the workplace. For example, reasonable action or conduct by a supervisor or manager that is part of his or her normal work function such as disciplinary action, performance management and communication of feedback on performance does not in itself constitute workplace harassment. Neither is this policy intended to inhibit free speech or interfere with the normal social relations that are a part of life at Xxxxxxx Motors. Filing a Complaint If an employee believes that he/she has been harassed, that employee should: • Tell the alleged harasser(s) to stop, if possible. • Document the event(s), complete with the time, date, location, names of witnesses and details of each event, if possible. • If the harassed employee does not feel able to approach the alleged harasser(s) directly, or if, after being told to stop, the alleged harasser continues, the harassed employee should lodge a complaint with the Company.
Obligation of Employees. Employees are obligated to bring any complaint of harassment to the attention of the Human Resources Representative for the Hospital or the Union Chairperson as soon as possible. If the Hospital /Union are not made aware of any issues of harassment, they may be unable to address such issues. WHAT HARASSMENT IS NOT Properly discharged supervisory responsibilities including disciplinary action, or conduct that does not interfere with a climate of understanding and respect for the dignity and worth of SMGH employees are not considered harassment. Neither is this policy meant to inhibit free speech or interfere with the normal social relations that are a part of life in SMGH. DATED AT KITCHENER, ONTARIO THIS DAY OF , 2010. THE HOSPITAL THE UNION APPENDIX “A” WAGE GRID SERVICE POSITIONS FOR COLLECTIVE AGREEMENT THAT EXPIRES MARCH 31, 2010 SERVICE WAGES CLASSIFICATION START FT 1 YR 2YR 3YR 4YR PT 825HRS 1650HRS 3300HRS 4950HRS Nursing R.P.N. (PRIOR CONTRACT END RATE) 24.88 24.97 25.02 25.26 25.53 1-Apr-09 25.41 25.49 25.55 25.79 26.06 20-Nov-09 25.51 25.59 25.65 25.89 26.16 1-Apr-10 26.15 26.23 26.29 26.54 26.81 1-Apr-11 26.84 26.92 26.98 27.24 27.52 R.P.N. - O.R. Technician (PRIOR CONTRACT END RATE) 25.02 25.15 25.25 25.47 25.73 1-Apr-09 25.55 25.68 25.78 26.01 26.27 20-Nov-09 25.65 25.78 25.88 26.11 26.37 1-Apr-10 26.29 26.42 26.53 26.76 27.03 1-Apr-11 26.98 27.12 27.22 27.46 27.74 Nursing Ass't.(Non-Reg.) (PRIOR CONTRACT END RATE) 20.41 20.50 20.56 20.77 21.05 1-Apr-09 20.84 20.93 21.00 21.20 21.49 20-Nov-09 20.94 21.03 21.10 21.30 21.59 1-Apr-10 21.38 21.47 21.54 21.75 22.04 1-Apr-11 21.86 21.95 22.03 22.24 22.54 OR Attendant Er Attendant Cath Lab Attendant Central Attendant Instument Room Attendant (PRIOR CONTRACT END RATE) 18.88 19.00 19.07 19.27 19.42 1-Apr-09 19.28 19.40 19.47 19.67 19.83 1-Apr-10 19.68 19.81 19.88 20.09 20.24 1-Apr-11 20.12 20.25 20.33 20.54 20.70 Supply Assistant 1 (PRIOR CONTRACT END RATE) 18.47 18.59 18.67 18.86 19.00 1-Apr-09 18.86 18.98 19.06 19.26 19.40 20-Nov-09 19.11 19.23 19.31 19.51 19.65 1-Apr-10 19.51 19.63 19.72 19.92 20.06 1-Apr-11 19.95 20.08 20.16 20.37 20.51 31-Mar-12 20.20 20.83 20.91 21.12 21.26 SERVICE WAGES CLASSIFICATION START FT PT 1 YR 825HRS 2YR 1650HRS 3YR 3300HRS 4YR 4950HRS Supply Assistant II (PRIOR CONTRACT END RATE) 18.58 18.69 18.94 18.98 19.15 1-Apr-09 18.97 19.08 19.33 19.38 19.55 20-Nov-09 19.22 19.33 19.58 19.63 19.80 1-Apr-10 19.62 19.74 19.99 20.04 20.22 1-Apr-11 20.07 20.18 20.44 20.49 20.67 31-Mar...
Obligation of Employees. All employees of Cleanaway are expected to: Carry out their duties and responsibilities to the limit of their competency and skill. Positively contributes to the achievement of the work objectives of their respective business unit. Positively participate in approved and relevant training. Comply with work practices that are designed to promote the objective of a safe and healthy workplace. Comply with all lawful instructions. Treat peers, other employees of Cleanaway, clients, associates and members of the general community with due respect, courtesy and good manners. Comply with the terms, conditions and commitments of the Enterprise Agreement. Comply with acceptable personal presentation. Complete all necessary documentation on time with acceptable attention to detail, accuracy, neatness, etc. Ensure that the vehicle is kept tidy and that equipment associated with the vehicle is properly stored. Where necessary, idle time shall be utilised for this purpose provided the duties are meaningful. Unacceptable behavior or poor work performance may include but not be limited to the following: Consistent absenteeism without valid reason; Lack of application to duties and responsibilities; Derogatory speech or action; Failure to comply with legal, safe and reasonable instructions; Illegal, dishonest acts or acts which directly conflict with the interest of the Company; Intimidatory acts or assaults; Drunkenness, intoxication and illicit drug use. Failure to maintain a "neat and tidy" appearance, subject to the constraints of the industry and the nature of the work performed.
