Respectful University Policy Sample Clauses

Respectful University Policy. The University is committed to maintaining a policy and procedure that will prohibit all forms of discrimination and harassment and ensures that all members of the University community have the right to participate equally in activities of, or at, the University without fear of discrimination, harassment, or reprisal. A formal complaint under any other University policy or collective agreement article may trigger the Respectful University Policy. Nothing in this policy will prevent Sessional Academic Staff members from seeking redress through the grievance or arbitration procedures of Article 27, or any other recourse allowed by law. Any changes to this policy and procedures will only be made in consultation with the Occupational Health and Safety Committee and upon notification to the Faculty Association. This Policy and the provisions of this Collective Agreement shall apply to risks, threats and incidents of discrimination or harassment that occur: on University premises; on any other work and study sites under the University's control; during the course of any University sponsored event; and, to conduct not on University premises that has an identifiable and substantial link to the University, or that affects the University working or learning environment, including but not limited to conduct through social media and public websites.
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Respectful University Policy. 5.3.1 The University is committed to maintaining a policy and procedure that will prohibit all forms of discrimination and harassment and ensures that all members of the university community have the right to participate equally in activities of, or at, the university without fear of discrimination or harassment. A formal complaint under any other University policy or collective agreement article may trigger the Respectful University policy. Nothing in this policy will prevent academic staff from seeking redress through the grievance or arbitration procedures of Article 23, or any other recourse allowed by law. 5.3.2 The University, in consultation with the OHS Committee, shall review the FNUniv Respectful University Policy every three years. Prior to the commencement of the review, the Faculty Association will be notified that the review is scheduled to occur. Any changes to the policy require consultation with Academic staff through Academic Council. 5.3.3 This policy and the provisions of this Collective Agreement shall apply to risks, threats and incidents of discrimination and/or harassment that occur: on university premises; on any other work and study sites under the university's control; during the course of any university sponsored event; and, to conduct not on university premises that has an identifiable and substantial link to the university, or that affects the university working or learning environment.
Respectful University Policy. The University is committed to maintaining a policy and procedure that will prohibit all forms of discrimination and harassment and ensures that all members of the University community have the right to participate equally in activities of, or at, the University without fear of discrimination, harassment, or reprisal. A formal complaint under any other University policy or collective agreement article may trigger the Respectful University Policy. Nothing in this policy will prevent APT members from seeking redress through the grievance or arbitration procedures of Article 37, or any other recourse allowed by law. Any changes to this Policy and procedures will only be made in consultation with the Occupational Health and Safety Committee and upon notification to the Faculty Association. This Policy and the provisions of this Collective Agreement shall apply to risks, threats and incidents of discrimination and/or harassment that occur: on University premises; on any other work and study sites under the University's control; during the course of any University sponsored event; and, to conduct not on University premises that has an identifiable and substantial link to the University, or that affects the University working or learning environment, including but not limited to conduct through social media and public websites. The Parties further agree that there shall be no discrimination and/or harassment practiced with respect to any APT member who, in a professionally responsible manner expresses disagreement with the University’s policies and practices.
Respectful University Policy. The University is committed to maintaining a policy and procedure that will prohibit all forms of discrimination and harassment and ensures that all members of the university community have the right to participate equally in activities of, or at, the university without fear of discrimination or harassment. A formal complaint under any other University policy or collective agreement article may trigger the Respectful University policy. Nothing in this policy will prevent academic staff from seeking redress through the grievance or arbitration procedures of Article 27, or any other recourse allowed by law. Any changes to this policy will only be made in consultation in committee with academic staff and upon notification to the Faculty Association.

Related to Respectful University Policy

  • University Any notice may be served upon the University by delivering it, in writing, to the University at the address set forth on the last page of this Agreement, by depositing it in a United States Postal Service deposit box with the postage fully prepaid and with the notice addressed to the University at the aforementioned address, or by sending a facsimile of it to the University facsimile number set forth on the last page of this Agreement.

  • Safety Policy The City agrees to maintain in safe working condition all facilities and equipment furnished by the City to carry out the duties of each bargaining unit position, but reserves the right to determine what those facilities and equipment shall be. The Association agrees to work cooperatively in maintaining safety in the Xenia/Xxxxxx Central Communications Center.

  • Respectful Workplace a. The Employer is committed to taking appropriate measures to create and maintain a workplace that is respectful and free from inappropriate workplace behavior for all Agency employees pursuant to the statewide policy titled ‘Maintaining a Professional Workplace Policy’ (50.010.03). b. If an Agency employee believes an Agency employee, supervisor or manager has violated the statewide policy titled ‘Maintaining a Professional Workplace’ (50.010.03), the employee shall submit a complaint pursuant to the process outlined in the policy. The Agency complaint form will be accessible to all employees both online and through the Agency’s Human Resources Office. c. The employee may have a Union representative present during regular work hours when reporting inappropriate workplace behavior and through the process outlined in this section. d. The Agency shall investigate the complaint and shall provide a written response to the employee filing the complaint within thirty (30) calendar days of the complaint being filed. When circumstances warrant it, the Agency may take additional time to complete the investigation in blocks of additional thirty (30) calendar days with notice to the Union. The response will include whether the complaint was substantiated and any relevant non confidential information pertaining to the remedial steps taken, if any. Repeated behavior or conduct shall be reported to the Agency Human Resource Office. e. For purposes of this Section, the grievance procedure in Subsection 6 replaces the grievance procedure outlined in the local agreement. (1) If the employee who filed the complaint believes that the Agency did not respond to the complaint or the complaint process was not followed, the Union, on behalf of the employee, may file a grievance directly with the Agency Head. The Agency Head or designee shall respond to the grievance within thirty (30) calendar days from the date of receipt of the grievance. (2) If the employee continues to believe the Agency did not respond to the complaint or did not follow the complaint process, the Union, on behalf of the employee may, within fifteen (15) calendar days of the Agency Head or designee’s response, file the grievance with the Department of Administrative Services Labor Relations Unit. The grievance will be investigated and a response provided within thirty (30) calendar days from the date the grievance was appealed to the Department of Administrative Services. (3) If the Department of Administrative Services Labor Relations Unit’s response did not respond to the complaint or did not address whether the complaint process was followed, the Union may, within fifteen (15) calendar days, file an arbitration request with the Department of Administrative Services and send a copy to the Employment Relations Board asking for a list of seven

  • Management; Community Policies Owner may retain employees and management agents from time to time to manage the Property, and Owner’s agent may retain other employees or contractors. Resident, on behalf of himself or herself and his or her Guests, agrees to comply fully with all directions from Owner and its employees and agents, and the rules and regulations (including all amendments and additions thereto, except those that substantially modify the Resident’s bargain and to which Resident timely objects) as contained in this Agreement and the Community Policies of the Property. The Community Policies are available at xxxxx://xxxxxxxxxxxxxx.xxx/policies.pdf or on request from the management office and are considered part of this Agreement.

  • Employment Insurance Rebate The short-term sick leave plan shall be registered with the Employment Insurance Commission (EIC). The nurses' share of the employer's Employment Insurance premium reduction will be retained by the Hospital towards offsetting the cost of the benefit improvements contained in this agreement.

  • Xxxxx, Haldimand, Norfolk An employee shall be granted five working days bereavement leave with pay upon the death of the employee’s spouse, child, stepchild, parent, stepparent, legal guardian, grandchild or step-grandchild.

  • Enterprise Information Management Standards Grantee shall conform to HHS standards for data management as described by the policies of the HHS Office of Data, Analytics, and Performance. These include, but are not limited to, standards for documentation and communication of data models, metadata, and other data definition methods that are required by HHS for ongoing data governance, strategic portfolio analysis, interoperability planning, and valuation of HHS System data assets.

  • Training and Professional Development 11.1 The Employer will develop and maintain an employee training and development plan and provide such plan to the Union upon request. Staff training is intended to provide an opportunity for classified staff employees for training sponsored by the University Training and Development and the UW Medical Centers Organizational Development and Training. Education/Professional Leave is intended to facilitate employee access to continuing education opportunities. Training and educational/professional leave may be used for the purpose of improving job performance, maintaining and increasing proficiency, preparing staff for greater responsibility, or increasing promotional opportunities within the framework of staff positions available at the University. 11.2 Any release time for training for employees accepted for such classes shall be in accordance with the Executive Order (currently No. 52) governing this matter. In the event that two or more employees request the same training period and supervision must limit the number of persons who may participate at one time due to work requirements, the selection will be made on a mutually agreeable basis within the department. 11.3 The training program is a proper subject for discussion by either departmental or University-wide Joint Union/Management Committees. 11.4 If the Employer requires an employee to receive training, reimbursement will be provided in accordance with the University travel rules. Employee attendance at Employer required training, either during or outside working hours, will be considered time worked and compensated in accordance with the provisions of this Agreement. 11.5 Employee attendance at training not required by the Employer and not covered by Executive Order 52, either on approved leave from or outside of working hours, will be voluntary and not considered time worked.

  • WORKPLACE SAFETY AND INSURANCE BOARD Clause 14.01 (a) When a probationary or regular employee, through employment with the Employer, suffers an injury or disability, or a recurrence of an injury or disability, the Employer shall pay the employee an amount, when combined with the Workplace Safety and Insurance Board payment, equals the employee’s regular wage less deductions required by law, for a period of nine (9) months from the first day of absence. (b) Pending receipt of payment from the Workplace Safety and Insurance Board, an employee shall receive advances up to the amount of the employee’s regular wage rate, less income tax deductions and shall continue to receive their regular wage rate during the period of absence up to nine (9) months provided that: i. the employee will make reasonable effort to ensure prompt completion of necessary forms and information required to receive approval of Workplace Safety and Insurance Board payment; ii. the employee will be expected to fully participate in alternate work, if recommended, by the employee’s medical doctor; iii. the employee’s claim has not been disallowed by the Workplace Safety and Insurance Board, and; iv. the employee agrees in writing, to sign over to the Employer the Workplace Safety and Insurance Board payments. (a) The Employer shall continue to pay for a period of time not to exceed thirty (30) months from the first day of an injury or disability, the premium cost for health and insurance benefits as covered by Clauses 16.03 and 16.04. (b) Should an employee return to work from an injury or disability for a period of six (6) continuous months and subsequently suffers a recurrence of an injury or disability, then the provisions of Clauses 14.02(a) and 14.03(a) shall apply. (c) Notwithstanding Clause 14.02(b), if an employee having ceased to be disabled returns to work and again becomes disabled from the same or related cause within six (6) months, it would be considered as one (1) continuous period of disability as per Clauses 14.02(a) and 14.03(a). (a) For a period of up to thirty (30) months from the first day of injury or disability, the employee shall be eligible to return to their same position classification if capable of performing the required work. If unable to perform the required work, the employee shall be given all reasonable consideration for any available job for which the employee is able and qualified to perform. (b) Notwithstanding Part (a), if any employee’s position is declared redundant while on WSIB leave, the employee upon their return shall exercise normal bumping procedures as per Article 8.

  • Security Policy As part of PCI DSS, the Card Organizations require that you have a security policy that covers the security of credit card information.

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