Positive Work Environment Sample Clauses

Positive Work Environment. 8‐7‐1 It is critical in establishing a positive work environment in each building that bullying, abuse of social power, and related behaviors not be tolerated. 8‐7‐2 Bullying and abuse of social power can include, but is not limited to, the following:

Positive Work Environment the work environment consists of the shared, physical and social surroundings where work and rest activities take place at Exceldor Cooperative. A positive work environment is one in which the dignity and self- respect of the person is valued. It is an environment free from unnecessary and offensive remarks, materials or behaviours. extends to incidents occurring at, or away from the workplace, during or outside normal working hours, provided such acts committed are related to the course of employment.

Positive Work Environment. 1. It is critical to establish a positive work environment in each building. 2. Bullying, the social and/or administrative abuse of power and related behaviors will not be tolerated by the Association, the Board, or the administration. Bullying and abuse of Social and/or administrative power can include but is not limited to the following: a. A clear desire to hurt a person or group. b. An imbalance of power. c. An unjust use of power. d. A hurtful action.

Positive Work Environment. 1. It is critical to establish a positive work environment in each building. 2. Administrative abuse of power and related behaviors such as bullying or intimidation will not be tolerated by the Association, the Board, or the administration. 3. Each administrator and/or the Board will take appropriate steps to ensure that all employees are educated about bullying and abuse of social and/or administrative power in the workplace. All employees shall be informed of remedies. 4. Optimally, both the Association and the Board wish to resolve conflicts without a formal written grievance, if at all possible, and use problem solving procedures to find resolutions. This requires mutual understanding and cooperation. The Board and the Association recognize the importance of collaboration in resolving problems and/or challenges that the District may encounter. 5. If an employee believes he/she has been subjected to bullying or intimidation, he/she shall first attempt to resolve the issue directly with the individual in question. If the issue remains unresolved, the next step shall be to contact the appropriate supervisor or administrator. The employee may at any time request Association representation. The employee making the complaint will be informed of any ensuing investigation and/or course of action. 6. If the individual filing the complaint disagrees with the course of action, he or she may utilize the grievance procedure referenced in the Master Contract, with the timeline beginning with the issuance of the written recommendation. 7. In order to maximize teaching and study time during class, interruptions, other than emergencies, shall be limited. This includes but is not limited to PA announcements, phone calls, and discipline issues that are not an immediate threat.

Positive Work Environment. In order that the Company may maintain a positive work environment for all employees, you are required not to engage in or permit any fellow employee to engage in any sexual, racial or other harassment of or unlawful discrimination against any person (whether or not another employee of the Company) in the course of your work or your employment by the Company. A copy of the Positive Work Environment Policy is included in the Company's employment policies manual.

Positive Work Environment. 26.01 The Employer and the Union agree to abide by the provisions of the Ontario Human Rights Code in order to provide a discrimination and harassment free work environment

Positive Work Environment. A supportive working environment for staff is integral to providing a positive learning environment for students. The parties will establish a mission-driven school culture that is focused on student achievement and an environment that rewards and celebrates excellence and accomplishment.

Positive Work Environment. We respect the diversity in generations, genders, ethnicities, races, languages, abilities skills that our employees and volunteers reflect. We embrace a culture of inclusion, partnership, and engagement establishing meaningful connections with employees and the volunteers we rely on in a way that adds value to their lives. Habitat for Humanity Wellington Dufferin Guelph is committed to providing a positive work environment that encourages others to learn, grow and achieve and is positive, respectful, free of discrimination and bias. Volunteers and employees are personally responsible for maintaining this type of atmosphere. We prohibit harassment, words, jokes, actions or comments based on an individual’s sex, sexual preference, race, ethnic background, age, religion, physical condition, or other legally prohibited characteristic. Any conduct or action which creates an offensive or hostile work environment is prohibited and will be grounds for immediate disciplinary action. No volunteer should be subjected to unsolicited or unwelcome sexual overtones or conduct, either verbal or physical. Volunteers who feel they have been the victim of harassment should notify the Associate Director of Volunteer Services, or another employee immediately. If they feel safe, the volunteer should also let the harasser know their behavior is unwelcome. Theft of any nature or scale, whether of Habitat for Humanity Wellington Dufferin Guelph property including items sold in the ReStore, recycling/salvage and waste bins, materials, supplies or tools on a build site, or the personal property of coworkers, volunteers, etc., will result in immediate dismissal with cause. Habitat for Humanity Wellington Dufferin Guelph reserves the right to lay criminal charges. Habitat for Humanity Wellington Dufferin Guelph is committed to protecting the privacy of the personal information of its donors, customers, employees, volunteers, partner families, and other stakeholders. We value the trust of those we deal with, and recognize that maintaining this trust requires that we be transparent and accountable in how we treat the information they choose to share with us. During the course of our various projects and activities, volunteers and employees may gather and use personal information. Personal information is any information that can be used to distinguish, identify or contact a specific individual, and can include an individual's opinions or beliefs, as well as facts about, or related to, t...

Positive Work Environment. In order that the Company may maintain a positive work environment for all employees, you are required not to engage in or permit any fellow employee to engage in any sexual, racial or other harassment of or unlawful discrimination against any person (whether or not another employee of the Company) in the course of your work or your employment by the Company. A copy of the Positive Work Environment Policy is included in the Company's employment policies manual. 7 MATERNITY PAY All female employees are entitled to maternity leave. The Company operates the Statutory Maternity Pay scheme under the Social Security Act 1986. Maternity rights and rules that apply are based on statutoxx entitlement and vary from employee to employee depending on the length of services, hours worked and the expected date of birth. If appropriate or relevant, you are required to co-operate in the maintenance of all records necessary for the operation of the scheme, particulars of which are in the Company's employment policies manual. The Company does not operate an additional contractual maternity scheme.

Positive Work Environment. The Parties will encourage the use of conflict resolution and prevention tools as part of their shared commitment to a safe, positive, and professional work environment.