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Purpose of Policy Sample Clauses

Purpose of Policy. The purpose of this policy is to assure employees are fit for duty and to protect our employees and the public from the risks posed by the use of drugs and alcohol. The presence of drugs and alcohol on the job, and the influence of these substances on employees during working hours, are inconsistent with the objective to maintain a drug and alcohol-free workplace. To further our commitment of maintaining a drug and alcohol-free workplace in order to provide a safe work environment for employees and safe service delivery to the public, it is our policy to: A. Ensure that employees are not impaired in their ability to perform their work in a safe, productive manner, B. Conduct pre-employment, reasonable suspicion, and post-accident drug and alcohol testing, and C. Encourage employees to seek professional assistance any time alcohol or drug use adversely affect their ability to perform their work assignments.
Purpose of PolicyThe Individual Employer and the Union are committed to providing a safe and productive work environment for Employees. The Employer, Individual Employer and the Union recognize the valuable resource we have in our Employees and recognize that the state of an Employee's health affects attitude, effort, and job performance. The parties recognize that substance abuse is a behavioral, medical and social problem that causes decreased efficiency and increased risk of accidents and of injury. The Individual Employer and the Union therefore adopt this Policy. The intent of the Policy is threefold:
Purpose of Policy. The purpose of this policy is to assure employees are fit for duty and to protect our employees and the public from the risks posed by the use of drugs and alcohol. The presence of drugs and alcohol on the job, and the influence of these substances on employees during working hours, are inconsistent with the objective to maintain a drug and alcohol-free workplace. To further our commitment of maintaining a drug and alcohol-free workplace in order to provide a safe work environment for employees and safe service delivery to the public, it is our policy to: A. Ensure that employees are not impaired in their ability to perform their work in a safe, productive manner, B. Conduct reasonable suspicion, and post-accident drug and alcohol testing, and C. Encourage employees to seek professional assistance any time alcohol or drug use adversely affect their ability to perform their work assignments.
Purpose of Policy. (A) The Employer, Individual Employer(s) and the Union are committed to providing a safe and productive work environment for Employees. The Employer, Individual Employer(s) and the Union recognize the valuable resource we have in our Employees and recognize that the state of an Employee's health affects attitude, effort, and job performance. The parties recognize that substance abuse is a behavioral, medical and social problem that causes decreased efficiency and increased risk of accidents and of injury. The Employer, Individual Employer(s) and the Union therefore adopt this Policy. The intent of the Policy is threefold: (1) To maintain a safe, drug and alcohol free workplace; (2) To maintain our work force at its maximum effectiveness; and (3) To provide confidential referral to the Teamster Alcohol Rehabilitation Program/Teamster Assistance Program (“TARP-TAP”) and to provide confidential treatment to those Employees who recognize they have a substance abuse problem and voluntarily seek treatment for it. NOTE: Any reference to TARP should also be considered TAP. (B) In order to achieve these purposes, it is our primary goal to identify those Employees and refer them to professional counseling, and treatment before job performance has become a disciplinary problem. Employees are urged to use the services available through TAP. TAP will assist them and refer them to the appropriate treatment program. (1) Treatment for substance abuse and chemical dependency is provided under the Health and Welfare Plan, up to the limits described in the plans. (2) An Employee shall be granted necessary leave of absence for treatment TARP recommends contingent upon signing a return-to-work agreement as provided for in Section XI.
Purpose of Policy. A. The Individual Employer and the Union are committed to providing a safe and productive work environment for Employees. The Employer, Individual Employer and the Union recognize the valuable resource we have in our Employees and recognize that the state of an Employee's health affects attitude, effort, and job performance. The parties recognize that substance abuse is a behavioral, medical and social problem that causes decreased efficiency and increased risk of accidents and of injury. The Individual Employer and the Union therefore adopts this Policy. The intent of the Policy is threefold: 1. To maintain a safe, drug and alcohol free workplace; 2. To maintain our work force at its maximum effectiveness; and 3. To provide confidential referral to the Addiction Recovery Program ("ARP") and to provide confidential treatment to those Employees who recognize they have a substance abuse problem and voluntarily seek treatment for it. B. In order to achieve these purposes, it is our primary goal to identify those Employees and refer them to professional counseling, and treatment before job performance has become a disciplinary problem. Employees are urged to use the services available through ARP. XXX will assist them and refer them to the appropriate treatment program. 1. Treatment for substance abuse and chemical dependency is provided under the Health and Welfare Plan, up to the limits described in the plans. 2. An Employee shall be granted necessary leave of absence for treatment ARP recommends contingent upon signing a return-to-work agreement as provided for in Section XI.
Purpose of Policy. A. The Employer, Individual Employer(s) and the Union are committed to providing a safe and productive work environment for Employees. The Employer, Individual Employer(s) and the Union recognize the valuable resource we have in our Employees and recognize that the state of an Employee's health affects attitude, effort, and job performance. The parties recognize that substance abuse is a behavioral, medical and social problem that causes decreased efficiency and increased risk of accidents and injury. The Employer, Individual Employer(s) and the Union therefore adopt this Policy. The intent of the Policy is threefold: 1. To maintain a safe, drug and alcohol free workplace; 2. To maintain our workforce at its maximum effectiveness; and 3. To encourage confidential referral to the Employee Assistance Program (EAP) by Employees Health and Welfare Program. B. In order to achieve these purposes, it is our primary goal to identify those Employees and refer them to professional counseling, and treatment before job performance has become a disciplinary problem. Employees are urged to use the services available through the union EAP Health and Welfare Plan 1. Treatment for substance abuse and chemical dependency is provided under the Health and Welfare plan, up to the limits described in the plans. 2. An Employee shall be granted necessary leave of absence for treatment.
Purpose of Policy a) The British Columbia Human Rights Code protects persons from discrimination. b) Employees are entitled to reasonable accommodation in the workplace to the point of undue hardship. c) The Employer and the Union wish to establish a protocol for employees requiring a bona fide workplace accommodation.
Purpose of Policy. 2.1 The purpose of this policy is to support permanent employees of Boulcott Hospital by providing reasonable leave on pay to employees who are absent from the workplace due to the employee's sickness or injury or to care for the employee's spouse, partner, or dependent who is sick or injured. 2.2 The policy is designed to: 2.2.1 manage genuine absences from the workplace due to sickness or injury; and 2.2.2 minimise the incidence of employee absence from the workplace by providing sick or injured employees with time to properly recover from sickness or injury before returning to work. 2.3 Boulcott Hospital is committed to ensuring this policy is interpreted and applied to all permanent employees in a fair, reasonable, and consistent manner.
Purpose of Policy. The purpose of the GFS Digital Device Responsible Use Agreement is to ensure all students use technology in GFS effectively, safely, legally and responsibly, to facilitate learning and to help ensure that they develop the attributes of competent digital citizens. The DDRUA provides guidelines for using digital hardware and software on individual computers/devices, on local area networks, wide area networks, wireless networks, the Internet and companion technological equipment (e.g. printers, servers, whiteboards, projectors, etc.) when students are at GFS. The agreement also establishes rights and responsibilities for all users. All users of the GFS network and technological devices anytime, anywhere, are expected to follow the guidelines or risk loss of digital privileges. In cases of serious breaches, further action may be taken, in line with the GFS standard disciplinary procedures. The signatures on the DDRUA summary are binding and indicate that the parties who signed have read the terms and conditions and understand their meaning. Users who knowingly access prohibited information or who disregard guidelines will be subject to disciplinary action.
Purpose of Policy. The purpose of the City’s Travel Policy is to: • Provide guidance to Department Heads, City Travelers (herein referred to as Travelers), Departmental Travel Coordinators, and Authorized Approvers for managing travel expenses; • Provide a uniform process to approve and control travel expenses that take into consideration the LAAC, the prudent use of public monies, and the Internal Revenue Service (IRS) rules on taxable income consequences for Travelers as well as reporting obligations on the part of the City; • Provide guidance on reimbursable and non-reimbursable expenses; and, • Streamline the encumbrance and reimbursement processes.