Respectful Workplace Behavior Sample Clauses

Respectful Workplace Behavior. (09/17) The City is committed to a respectful work environment, free of harassment, discrimination and retaliation and other inappropriate conduct. Every individual has a right to work in a professional atmosphere where all individuals are treated with respect and dignity. The City’s HR Rule 2.02 covers all employees of the City as well as contractors, vendors or consultants who provide services to the City of Portland. Contractor warrants its compliance with terms and conditions HR 2.02 as further described at: xxxxx://xxx.xxxxxxxxxxxxxx.xxx/citycode/27929
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Respectful Workplace Behavior. The City of Portland is committed to a respectful work environment, free of harassment, discrimination and retaliation and other inappropriate conduct. Every individual has a right to work in a professional atmosphere where all individuals are treated with respect and dignity. The City’s HR Rule 2.02 covers all employees with the City of Portland as well as consultants, vendors or consultants who provide services to the City of Portland. By signing this Contract/Agreement, the Consultant indicates compliance with all terms and conditions contained in this Contract including HR 2.02.
Sample 1Sample 2
Respectful Workplace Behavior. The City of Portland is committed to a respectful work environment, free of harassment, discrimination and retaliation and other inappropriate conduct. Every individual has a right to work in a professional atmosphere where all individuals are treated with respect and dignity. The City’s HR Rule 2.02 covers all employees with the City of Portland as well as consultants, vendors or consultants who provide services to the City of Portland. By signing this Price Agreement/Agreement, the Consultant indicates compliance with all terms and conditions contained in this Price Agreement including HR 2.02. NOTE - For contracts pertaining to A/E services for a new construction or major retrofit project intended for LEED™ or other green building certification: If the A/E firm is designated as being responsible for the registration, documentation, and submittal for building certification (as opposed to having an independent consultant), then encourage that the successful A/E firm to acquire necessary memberships related to the applicable building certification scheme to facilitate this responsibility. Tie the final payment to the successful submittal of the certification application to the applicable certification body. Consider including a requirement in the Price Agreement that the firm cannot substitute members of the A/E team working with the City without notification to, and written permission from, the City. With regards to any and LEED™ (or other certification scheme) credit compliance documentation the Consultant and Subconsultants agree to grant the City a limited, irrevocable, perpetual, non-exclusive, transferable, royalty-free, worldwide, and sublicensable right to use, reproduce, prepare derivative works from, distribute, display and publish such compliance documentation in any and all media and formats known now or in the future. This right is granted at the time such information is submitted to the City and/or uploaded or entered within LEED™ Online (or applicable certification documentation system) and shall be retained by the City regardless of whether the Project is submitted for certification review. Such rights and licenses shall survive the cancellation of registration for the project, as well as a denial or revocation of certification for the project by the certification body, or abandonment of building certification by the City. The City will use any such documentation for the purpose of applying for building certification and for educational pur...
Sample 1
Respectful Workplace Behavior. The City of Portland is committed to a respectful work environment, free of harassment, discrimination and retaliation and other inappropriate conduct. Every individual has a right to work in a professional atmosphere where all individuals are treated with respect and dignity. The City’s HR Rule 2.02 covers all employees with the City of Portland as well as consultants, vendors or consultants who provide services to the City of Portland. By signing this Contract/Agreement, the Consultant indicates compliance with all terms and conditions contained in this Contract including HR 2.02. The goal of the Bull Run Filtration Project (Project) is to develop and implement a pilot program and deliver a complex water treatment facility capable of complying with the Long Term 2 Enhanced Surface Water Treatment Rule. The Project will plan, design, and construct all treatment systems related to the Bull Run Supply including filtration, pre/post treatment systems, disinfection, and corrosion control. The Program Management and Support Services for the Project will the Portland Water Bureau (PWB) with a pilot program, project definition, project management, project controls, land use and permitting, value engineering, partnering facilitation, stakeholder engagement, geotechnical investigations, development of standards, construction management and other related support services for the Project. The Consultant’s staff and their team of subconsultants (referred to collectively as Consultant) shall complete the work as described below. 1. The Project schedule shall be in general accordance with the Project Milestones listed under Schedule of Work. 2. Construction of the Project shall be delivered through a Construction Manager / General Contractor (CM/GC) procurement process.
Sample 1
Respectful Workplace Behavior. (09/17) The City is committed to a respectful work environment, free of harassment, discrimination and retaliation and other inappropriate conduct. Every individual has a right to work in a professional atmosphere where all individuals are treated with respect and dignity. The City’s HR Rule 2.02 covers all employees of the City as well as contractors, vendors or consultants who provide services to the City of Portland. Contractor warrants its compliance with terms and conditions HR 2.02 as further described at: xxxxx://xxx.xxxxxxxxxxxxxx.xxx/citycode/27929 5.2 Grant Funding. (02/18). This Price Agreement is currently not using grant funding. However, in the event that City acquires or uses grant funding to pay for any portion of this Price Agreement, the City and Contractor agree to Amend the Price Agreement to include the federally required terms and conditions. General grant terms may be found at xxxx://xxx.xxxxxxxxxxxxxx.xxx/bibs/article/455735
Sample 1
Respectful Workplace Behavior. The City of Portland is committed to a respectful work environment, free of harassment, discrimination and retaliation and other inappropriate conduct. Every individual has a right to work in a professional atmosphere where all individuals are treated with respect and dignity. The City’s HR Rule 2.02 covers all employees with the City of Portland as well as consultants, vendors or consultants who provide services to the City of Portland. By signing this Contract/Agreement, the Consultant indicates compliance with all terms and conditions contained in this Contract including HR 2.02. The Contractor shall assign the following personnel and subcontractors to do the work in the capacities designated below. The Contractor shall not change personnel or subcontractor assignments without the prior written consent of the City. Xxxxx Xxxxxxxxxx Partner in Charge/Project Manager Xxxxxxxxxxx Xxxxx Design Principal Xxxxxx Xxxxxxx Project Architect Xxxxxx Xxxx Design Principal Xxxx Xxxx Principal in Charge Xxxxxxx Xxxxx Project Manager Xxxxxxx Xxxxxxxx Ancona + Associates Principal Xxx Xxxxxx Design + Culture Lab Principal Strategist Xxx Xxxxx Planner/Project Manager Xxxxxx Xxxx PAE Consulting Engineers Principal in Charge/Mechanical Eng Xxxxxx Xxxxx Electrical Engineer Xxxxx Xxxxxx Energy Engineer Xxxx Xxxxx KPFF Consulting Engineers Civil/Stormwater Engineer Xxxx Xxxxx Biella Lighting Design Lighting Designer Xxxx Xxxxx Equilibrium Engineers Structural Engineer Xx Xxxxxxxxxxx Xxxxxxxxx Engineering Traffic Engineer Xxxx Xxxxxx Winterbrook Planning Permitting Planner Xxx Xxxxxx Teragan & Associates Arboriculturalist Xxxxxxxx Xxxxxxxx DCW Cost Management Lead Cost Estimator Xxxxx Xxxx The City will enforce all social equity contracting and Minority, Women and Emerging Small Business (M/W/ESB) subcontracting commitments submitted by the Consultant in its Proposal. For contracts valued $50,000 or more, the Consultant shall submit a Monthly Subconsultant Payment and Utilization Report (MUR), made part of this contract by reference, reporting ALL subconsultants employed in the performance of this agreement. A copy of the Subconsultant Change Request Form can be found on Procurement Services’ website under Contractor Resources.
Sample 1
Respectful Workplace Behavior. (09/17) The City is committed to a respectful work environment, free of harassment, discrimination and retaliation and other inappropriate conduct. Every individual has a right to work in a professional atmosphere where all individuals are treated with respect and dignity. The City’s HR Rule 2.02 covers all employees of the City as well as contractors, vendors or consultants who provide services to the City of Portland. The City Auditor’s Administrative Rule 2.02 covers certain employees of the City Auditor’s Office as well as contractors providing services to the City Auditor’s Office. Contractor warrants its compliance with terms and conditions HR 2.02 and ARA 2.02 as further described at: xxx.xxxxxxxxxxxxxx.xxx/xxxxxxxx/00000, xxx.xxxxxxxxxxxxxx.xxx/xxxxxxx/xxxxxxx/000000.
Sample 1
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Related to Respectful Workplace Behavior

  • 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

  • WORKPLACE BEHAVIOR ‌ 3.1 The Employer and the Union agree that all employees should work in an environment that fosters mutual respect and professionalism. The parties agree that inappropriate behavior in the workplace does not promote a college’s/district’s business, employee well-being, or productivity. All employees are responsible for contributing to such an environment and are expected to treat others with courtesy and respect. 3.2 Inappropriate workplace behavior by employees, supervisors and/or managers will not be tolerated. If an employee and/or the employee’s union representative believes the employee has been subjected to inappropriate workplace behavior, the employee and/or the employee’s representative is encouraged to report this behavior to the employee’s supervisor, a manager in the employee’s chain of command and/or the Human Resources Office. An employee or the employee’s representative should identify complaints as inappropriate workplace behavior. The Employer will investigate the reported behavior and take appropriate action as necessary. The employee and/or union representative will be notified upon conclusion of the investigation. Upon request, the Employer will provide the employee and the union representative with a copy of the investigation report. 3.3 Retaliation against employees who make a workplace behavior complaint will not be tolerated. 3.4 Supervisors, managers and Human Resource Office staff will be trained on Article 3, Workplace Behavior. The Employer and the Union agree to prepare and make available online a 15-minute joint training online presentation on workplace behavior for all employees covered by this CBA and their supervisors, managers and Human Resources staff. 3.5 Grievances related to this Article may be processed through Step 3 of the Grievance Procedure.

  • Workplace Harassment The Hospital and the Union are committed to ensuring a work environment that is free from harassment. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the Ontario Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment. ref. Ontario Human Rights Code, Sec. 10(1). Harassment may take many forms including verbal, physical or visual. It may involve a threat, an implied threat or be perceived as a condition of employment. The Parties agree that harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments and/or the assessment of discipline. If an employee believes that she/he has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be undertaken. The employee should request the harasser to stop the unwanted behaviour by informing the harassing individual(s) that the behaviour is unwanted and unwelcome. Should the employee not feel comfortable addressing the harasser directly, she/he may request the assistance of the manager or a Union representative. If the unwelcome behaviour was to continue, the employee will consult the Hospital policy on harassment and will be free to pursue all avenues including the complaint investigation and resolution. The Parties agree that an employee may have a representative of the Union with her/him throughout the process, if requested.

  • Workplace Violence (a) It is recognized that at certain worksites or in certain work situations employees may be at risk of physical violence or verbal abuse from clients, persons in care or custody, or the public. (b) Where such potential exists: (1) employees at those worksites or in those work situations shall receive training in the recognition and management of such incidents; (2) physical and procedural measures for the protection of employees, applicable to those worksites or work situations, shall be implemented. (c) The Permanent Occupational Health and Safety Committee shall be consulted regarding the curriculum of training and the applicable physical and procedural measures referred to in (b) above. (d) The Permanent Joint Occupational Health and Safety Committee shall jointly develop a new or approve an existing training package on risk assessment. (e) Employees shall be informed concerning the potential for physical violence or verbal abuse from clients, a student, instructors or other members of the public, subject to statutory limitation. (f) Immediate critical incident stress debriefing and post traumatic counselling shall be made available for employees who have suffered as a result of violence. Leave required to attend such debriefing or counselling sessions will be without loss of pay.

  • Workplace The Employee shall be required to perform work at or any other site of work for the Employer.

  • Workplace Safety The parties to this Agreement commit themselves to achieving the highest possible standards of occupational health and safety including adherence to the consultative and issue resolution processes included herein. Participation in and support for building and construction industry initiatives to improve construction industry standards in occupational health and safety will form an important part of this commitment. Observance of relevant Acts, Regulations, and Codes of Practice are the minimum level acceptable to enable employers and employees to meet their responsibilities and to work safely and follow health and safety rules in their workplace. On all sites there will be developed a site safety plan and job specific ‘job safety analysis’ to identify and manage the risks associated with work on each particular site. Such safety plan will include suitable procedures for personnel/material access, and site evacuation procedures. The Incolink Safety Handbook ‘SAFE’ (as amended) is endorsed by this Agreement as a proper guide and reference source for safety management and control of risks. 1) The parties agree that the WorkSafe Australia Guidance Notes on Material Safety Data Sheets shall be observed at all times. 2) Hearing tests: Audiometric tests should be conducted within two months of a person commencing employment, and thereafter at intervals of two years.

  • Drug-Free Workplace Policy Consultant shall provide a drug-free workplace by complying with all provisions set forth in City’s Council Policy 100-5, attached hereto as Exhibit “D” and incorporated herein by reference. Consultant’s failure to conform to the requirements set forth in Council Policy 100-5 shall constitute a material breach of this Agreement and shall be cause for immediate termination of this Agreement by City.

  • DRUG-FREE WORKPLACE REQUIREMENTS Contractor will comply with the requirements of the Drug-Free Workplace Act of 1990 and will provide a drug-free workplace by taking the following actions: a. Publish a statement notifying employees that unlawful manufacture, distribution, dispensation, possession or use of a controlled substance is prohibited and specifying actions to be taken against employees for violations. b. Establish a Drug-Free Awareness Program to inform employees about: 1) the dangers of drug abuse in the workplace; 2) the person's or organization's policy of maintaining a drug-free workplace; 3) any available counseling, rehabilitation and employee assistance programs; and, 4) penalties that may be imposed upon employees for drug abuse violations. c. Every employee who works on the proposed Agreement will: 1) receive a copy of the company's drug-free workplace policy statement; and, 2) agree to abide by the terms of the company's statement as a condition of employment on the Agreement. Failure to comply with these requirements may result in suspension of payments under the Agreement or termination of the Agreement or both and Contractor may be ineligible for award of any future State agreements if the department determines that any of the following has occurred: the Contractor has made false certification, or violated the certification by failing to carry out the requirements as noted above. (Gov. Code §8350 et seq.)

  • PROFESSIONAL BEHAVIOR Teachers are expected to comply with reasonable rules, regulations, and directions adopted by the Board, or its representatives, which are not inconsistent with the provisions of this Agreement, provided that a teacher may reasonably refuse to carry out an order which threatens physical safety or well being or is professionally demeaning.

  • Employee Orientation Each and every person working for a contractor, including sub- contractors, will be given an orientation to familiarize them with the site safety program. Unless otherwise specified, each sub-contractor is responsible for the orientation of their workers.

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