Common use of Performed by Clause in Contracts

Performed by. A. It is the responsibility of all employees to be aware of Main Line Health’s position on conduct that may be construed to be sexual harassment and to refrain from such conduct. B. All managers are directly responsible for maintaining and communicating this policy within their respective area of responsibility. It is also each manager’s responsibility to take those actions necessary to prevent the occurrence of sexual harassment in his or her area of responsibility. C. Human Resources Management will be responsible for the investigation and resolution of all harassment charges. D. It is the responsibility of management to communicate Main Line Health’s policy on sexual harassment to others associated with the organization, including physicians, volunteers and independent contractors. Origination Date: March 24, 1994 Revision Date: August, 2019; June, 2018; June, 2016; April 2014; June, 2012; September, 2006; April 20, 2004 Last Review Date: June, 2019; June, 2018; April. 2018; April, 2017; April, 2015; May, 2010; July, 2009; September 2008; January 2001 Policy #303 This policy and procedure outlines the process by which an impaired resident may receive assistance with problems of a behavioral, emotional or psychosocial nature. It is the policy of Main Line Health (MLH) to promote wellness and good health habits for all residents. Further, it is recognized that the residency can be a stressful time in an individual’s life and that MLH has a responsibility to assist and support the resident as required and/or requested within the reasonable limits of the institution’s resources. This policy and procedure will be appended to each Resident Contract as an exhibit.

Performed by. A. It is the responsibility of all employees to be aware of Main Line Health’s position on conduct that may be construed to be sexual harassment and to refrain from such conduct. B. All managers are directly responsible for maintaining and communicating this policy within their respective area of responsibility. It is also each manager’s responsibility to take those actions necessary to prevent the occurrence of sexual harassment in his or her area of responsibility. C. Human Resources Management will be responsible for the investigation and resolution of all harassment charges. D. It is the responsibility of management to communicate Main Line Health’s policy on sexual harassment to others associated with the organization, including physicians, volunteers and independent contractors. Origination Date: March 24, 1994 Revision Date: August, 2019; June, 2018; June, 2016; April 2014; June, 2012; September, 2006; April 20, 2004 Last Review Date: June, 2019; June, 2018; April. April 2018; April, 2017; April, 2015; May, 2010; July, 2009; September 2008; January 2001 Policy #303 This policy and procedure outlines the process by which an impaired resident may receive assistance with problems of a behavioral, emotional or psychosocial nature. It is the policy of Main Line Health (MLH) to promote wellness and good health habits for all residents. Further, it is recognized that the residency can be a stressful time in an individual’s life and that MLH has a responsibility to assist and support the resident as required and/or requested within the reasonable limits of the institution’s resources. This policy and procedure will be appended to each Resident Contract as an exhibit.