PERSONNEL POLICIES AND PRACTICES Sample Clauses

PERSONNEL POLICIES AND PRACTICES. The Board shall change its personnel policies and practices as may be necessary in order to give full force and effect to this Contract. Should there be a conflict between this Contract and any such policy or practice, then the terms of this Contract shall prevail.
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PERSONNEL POLICIES AND PRACTICES. Should there be a conflict between this Agreement and any Board policy or practice, the terms of this Agreement shall prevail.
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PERSONNEL POLICIES AND PRACTICES. Should there by a conflict between this agreement and any such policy or practice, then the terms of this agreement shall prevail.
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PERSONNEL POLICIES AND PRACTICES. The Board shall change its personnel policies and practices as may be necessary in order to give full force and effect to this Master Contract. Should there be a conflict between this Master Contract and any such policy or practice, then the terms of this Master Contract shall prevail.
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PERSONNEL POLICIES AND PRACTICES. An employee, or his/her certified representative with the written consent of the employee may inspect that employee’s personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised of, and entitled to read, any written Statement by the employee’s supervisor or departmental management regarding his/her work performance or conduct if such statement is to be placed in his/her personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor’s signature and the signature of a witness to the employee’s refusal to sign. The employee may file a grievance regarding any disciplinary action not subject to the disciplinary appeal process taken by HACLA, which HACLA proposes to be placed in the employee’s personnel file. If the employee does file a grievance within the designated time limits, said document would not be placed in the official file until the grievance procedure has been exhausted. On reviewing his/her file, an employee may request and may with approval of the Human Resources Director have any written warnings issued more than two years and written reprimands issued more than four (4) years prior removed from his/her personnel file.
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PERSONNEL POLICIES AND PRACTICES. 1. Copies of all present and past employment applications, employee handbooks, personnel policies and other documents which reflect or pertain to the treatment of the key appointment holders and the wages, hours and other terms or conditions of employment 2. Description of bonus and incentive or deferred compensation programs or stock option arrangements (with copies of documentation). 3. Copies or descriptions of all management practices or Magdellen Quant experience, for each site of employment, concerning levels of absenteeism, holidays, vacations, severance payments, additional perquisites, wages, hours of work, or other terms and conditions of employment that are not described or reflected in other documents that have been requested as part of this list of document and information requests.
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PERSONNEL POLICIES AND PRACTICES. Employee Evaluation
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PERSONNEL POLICIES AND PRACTICES. In coming to decisions having an impact on personnel policies and practices, the City and the Police Department (subject to applicable law and this Agreement) shall assure the Association opportunity of consultation and negotiation in collective bargaining on any contemplated change in wages, hours and working conditions.
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PERSONNEL POLICIES AND PRACTICES. Xxxxxxx'x employment shall be subject to all of the Bank's personnel policies and practices and any amendments to such policies that the Bank may make and that are in effect at the Bank during the term of this Agreement.
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Related to PERSONNEL POLICIES AND PRACTICES

  • Policies and Practices The employment relationship between the Parties shall be governed by this Agreement and the policies and practices established by the Company and the Board of Directors (hereinafter referred to as the “Board”). In the event that the terms of this Agreement differ from or are in conflict with the Company’s policies or practices or the Company’s Employee Handbook, this Agreement shall control.

  • Personnel Policies The School shall adopt, update, and adhere to personnel policies. These policies must be made readily accessible from the School’s website or school office, as described in Section 11.4. 1. If the policy is not available from the School’s website, the School shall submit the current policy to the Commission.

  • Personnel Practices Section 1. The parties agree to establish a Labor-Management Committee to consult on personnel practices. The Committee will consist of five (5) representatives selected by the County and five (5) representatives by the SEIU Local 721. The Chief Executive Officer will designate a representative from CEO/Employee Relations and Department of Human Resources who have authority to resolve issues. The Committee will meet quarterly and consult on County-wide personnel practices including, but not limited to, performance evaluations, appraisals of promotability, grievance, arbitration, appeal processes, and resolution and payment of awards. Section 2. Dignity and Professionalism in the Workplace 1. The Union and Management are committed to working together to ensure a healthy and professional work environment free from emotional and psychological abuse and intimidation and to promote dignity for all workforce members. 2. The Union and Management agree to work together to develop a training program open to managers and SEIU Local 721 represented employees through the Workforce Development Program, the Million Dollar Training Fund and/or other sources of funding designated to promote dignity, prevent and reduce intimidation and other forms of emotional and psychological abuse in the workplace and create awareness of its negative impact. 3. Labor and Management are committed to working together to address complaints of intimidation and other forms of emotional and psychological abuse in the workplace in a timely manner. 4. The County Department of Human Resources is committed to working with the Union to develop policy to promote dignity and respect at the workplace and to prevent intimidation and other forms of emotional and psychological abuse in the workplace. Section 3. Communication through County E-mail Recognizing that e-mail is a standard medium of business communication, the County will meet with representatives of the Union to consider the feasibility of communication with bargaining unit members through their County e-mail addresses. This workgroup will complete its work within 60 days of the Board of Supervisors’ approval of the MOU. The workgroup will present recommendations to the Board of Supervisors for any policy changes. Section 4. Education Based Discipline Education-Based Discipline (EBD) is offered when an employee must serve a suspension from duty as a result of some type of policy violation, but rather than serving the suspension days at home with a loss of pay, some or all of those days can be substituted for a relevant training class or classes. Participation in the program is voluntary for the employee. The Personnel Practices Committee defined in Section 1 will meet to discuss expansion of EBD to all departments in the County.

  • Policies and Procedures i) The policies and procedures of the designated employer apply to the employee while working at both sites. ii) Only the designated employer shall have exclusive authority over the employee in regard to discipline, reporting to the College of Nurses of Ontario and/or investigations of family/resident complaints. iii) The designated employer will ensure that the employee is covered by WSIB at all times, regardless of worksite, while in the employ of either home. iv) The designated employer will ensure that the employee is covered by liability insurance at all times, regardless of worksite, while in the employ of either home. v) The designated employer shall have exclusive authority over the employee’s personnel files and health records. These files will be maintained on the site of the designated employer.

  • Company Policies and Procedures 7.1.1 The Company will ensure that Employees are able to readily access Company policies and procedures that apply to the Employees. 7.1.2 The Employees will observe and act in accordance with Company policies and procedures that apply to the Employees, as implemented and amended from time to time.

  • Work Practices Where the Employer provides overtime, a minimum of one hour shall be provided which shall be worked. When on Employee and the Employer mutually agree, less than an hour overtime may be worked, which shall then be paid pro rata for overtime worked. Overtime shall be offered on a fair and equitable basis with an agreed roster being observed at the Refinery.

  • Data Practices The Parties acknowledge that this Agreement is subject to the requirements of Minnesota’s Government Data Practices Act, Minnesota Statutes, Section 13.01

  • Compliance Policies and Procedures To assist the Fund in complying with Rule 38a-1 of the 1940 Act, BBH&Co. represents that it has adopted written policies and procedures reasonably designed to prevent violation of the federal securities laws in fulfilling its obligations under the Agreement and that it has in place a compliance program to monitor its compliance with those policies and procedures. BBH&Co will upon request provide the Fund with information about our compliance program as mutually agreed.

  • General Policies 6.2.4.1 Each Party’s resources are for approved business purposes only. 6.2.4.2 Each Party may exercise at any time its right to inspect, record, and/or remove all information contained in its systems, and take appropriate action should unauthorized or improper usage be discovered. 6.2.4.3 Individuals will only be given access to resources that they are authorized to receive, and which they need to perform their job duties. Users must not attempt to access resources for which they are not authorized. 6.2.4.4 Authorized users must not develop, copy or use any program or code that circumvents or bypasses system security or privilege mechanism or distorts accountability or audit mechanisms. 6.2.4.5 Actual or suspected unauthorized access events must be reported immediately to each Party’s security organization or to an alternate contact identified by that Party. Each Party shall provide its respective security contact information to the other.

  • SAFETY PRACTICES (a) i Employees requiring glasses must wear glasses, preferably with safety lenses instead of contact lenses while on the job site. ii W.C.B. approved safety footwear must be worn at all times while on the job site. iii Employee attire will be in conformance with W.C.B. Regulation and the Employer’s policy.

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