Obligation of Employees Sample Clauses

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 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. 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. 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. 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. 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. 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. 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 Xxxx 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. Filing a Complaint If an employee believes that he/she has been harassed on the basis of any of the grounds stated above, that employees should: • Tell the alleged harasser to stop. • Document the event(s) complete with the time, date, location, names of the 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 or 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. 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. If an employee believes that he/she has been harassed on the basis of any of the grounds stated above, that employees should: • Tell the alleged harasser to stop. • Document the event(s) complete with the time, date, location, names of the 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 or through a person on his/her behalf with any company or union representative.

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. 3.3.2 Any direction issued by the Company shall be consistent with the Company’s obligations to provide a safe and healthy work environment. 3.3.3 Any Employee whose duties require the holding of a current statutory licence, blue card, permit or the like shall, as a condition of their continued employment, must hold or maintain that licence, permit or the like. Failure to maintain that license, permit or the like shall allow the Company to terminate the Employee’s employment providing that reasonable time has been given to the Employee to renew their qualification. Employees must immediately advise the Company if the status changes of an applicable licence, permit or the like.

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. 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. 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. 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. 3.3.2 Any direction issued by the Company shall be consistent with the Company’s obligations to provide a safe and healthy working environment. 3.3.3 An Employee whose duties require the holding of a current statutory licence, permit or the like, must as a condition of their continued employment, hold or maintain that licence, permit or the like. For Security Officers this includes, but is not limited to, a Queensland Security Officer/Crowd Controller Licence, a Queensland driver’s licence and certification in advanced resuscitation techniques and automatic external defibrillator (AED). Failure to maintain that licence, permit or the like shall allow the Company to terminate the Employee’s employment (providing that reasonable time has been given to the Employee to renew their qualification). Employees must immediately advise the Company if the status changes of an applicable licence, permit or the like. 3.3.4 Full-time and part-time Employees must inform the Company if they are going to perform work for a competitor prior to the engagement. Full-time and part-time Employees will not be unreasonably declined the opportunity to work for competitors providing it does not inhibit the Employee’s ability to competently and safely perform the requirements of their position. Providing the Company gives a minimum of two (2) weeks notice of a request to do overtime, Employees are not able to decline an offer for overtime because they have work arranged with an alternative employer. In reference to ‘Boat Show’, a minimum of four (4) weeks notice will be given by the Company for this purpose.

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. 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) 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.