Safe Working Environment. ACM does everything reasonably possible to provide a safe working environment for all of its stakeholders including Suppliers and its own employees and agents. ACM does not tolerate offensive, abusive, bullying, discriminatory or otherwise unlawful behaviour or any form of harassment (“Offending Behaviour”). If a Supplier engages in Offending Behaviour, ACM may suspend or terminate this Milk Supply Agreement.
Safe Working Environment. The Employer shall provide a place of employment which does not endanger the health or safety of any member of the faculty. Faculty members shall notify the Employer of any safety or health concerns and the Employer shall institute appropriate remedial action.
Safe Working Environment. The University and the Union agree that the safety of all employees is a matter of utmost importance. It is the responsibility of the University to provide safe working conditions, equipment, and work methods for its employees. The University agrees to continue to comply with health and safety standards provided for in applicable state and federal statutes. The University and the Union further agree that it is the bargaining unit member’s responsibility to follow University health and safety policies which may include the wearing of personal protective equipment and the mandatory attendance at training sessions. It is recognized by the parties that any violation of University safety policies may result in disciplinary action by the University in accordance with Article 9.
Safe Working Environment. The Contractor shall ensure, so far as reasonably practicable that the Site and the Works, including the means of entering and exiting the Site are without risks to the health and safety of any persons.
Safe Working Environment. (a) It is agreed that the Union and the Board will continue to cooperate in the promotion of a safe working environment which is free from violence and intimidation.
(b) It is agreed that any potential threat or actual case of violence will be reported by the employee to the employee’s immediate supervisor and to the On-Site Health and Safety Committee. 1980-10-07 Xx. Xxxxx Xxxxxx General Secretary, CUPE Local 379 00000 Xxxxxxxxxxxxxxx Xxxx, X.X. #0 Xxxxxxxxxx, XX Dear Xx. Xxxxxx: Re: Posting of Positions Thank you very much for your letter dated 1980-09-19 regarding guidelines as to posting positions. I think that your proposal has much merit, and as a result we are prepared to abide by our agreement for the duration of this collective agreement or until either party gives notice of the unsuitability of this agreement. It is of course understood that upon proper notice either party can revert to the specific terms and conditions of the collective agreement. Specifically, I would like to respond to your proposals as follows:
1. It is agreed and understood that an increase of ten (10) hours or more in a part-time position will cause a posting.
2. It is agreed that an increase of less than ten (10) hours per week does not require a posting.
3. It is agreed that any such change shall be permitted once and any further change would create a need for a posting, save and except if the number of hours are returned to the original hours indicated in the posting.
Safe Working Environment. (a) It is agreed that the Union and the Board will continue to cooperate in the promotion of a safe working environment which is free from violence and intimidation.
(b) It is agreed that any potential threat or actual case of violence will be reported by the employee to the employee’s immediate supervisor and to the On-Site Health and Safety Committee. LETTER OF UNDERSTANDING NO. 1
(a) A lay-off will not apply in the case of a reduction in hours of work by virtue of the absence or the reduction of an outside activity, where such hours were not reflected in the original posting unless there is an ongoing reduction of an average of two or more of the non posted but normally or regularly scheduled additional hours per day.
(b) In the event that work beyond the posted normal hours of work is necessary by virtue of an outside activity, then it will be an expectation that the needed additional work will be performed and that pay will be as per this agreement.
(c) There shall be no loss of pay where a scheduled “outside activity” is cancelled without sixteen hours notice to the custodian. A telephone call to the custodian’s home will be considered as notice having been given. This provision will become effective as soon as reasonably possible, at which time Section 7 of “Hours of Work” will be deleted. Yours truly,
Safe Working Environment. (a) Each AFL Club, as the employer of Players, has obligations under the Occupational Health and Safety legislation in the respective States to take all reasonable steps to protect the health and safety of Players at work. Each AFL Club shall set up appropriate workplace consultative procedures involving Players and other employees consistent with relevant Occupational Health and Safety legislation to progress health and safety issues.
(b) The parties agree to maintain a standing committee on Occupational Health and Safety comprising representatives of the AFL, AFLPA, AFL Clubs, AFL Medical Directors and where appropriate venue operators. The Committee shall consider and address OH&S matters affecting players generally. The Committee shall meet at least twice a year to conduct its business and shall provide a report after each meeting to the AFL Commission and AFLPA Executive in relation to all matters dealt with.
Safe Working Environment. 21.4.1 The District agrees to promptly investigate all instances of alleged abusive behavior occurring during contracted hours reported by employees to the Human Resources Department. Abusive behavior among employees, includes patterns of demeaning, insulting, degrading, manipulative and falsely accusing, verbal and written attacks on an employee that cannot be justified by any legitimate operational needs of the District.
21.4.2 The District further agrees to take necessary action to eliminate these behaviors where an investigation determines they are in fact occurring. Persons assigned by the District to investigate claims of workplace abusive conduct shall first be educated on the subject to a degree that they understand the issues involved, and are likely to recognize abusive behavior when presented with evidence consistent with this pattern of behaviors. Employees who are found in violation of this section will be subject to appropriate discipline, up to and including dismissal.
Safe Working Environment. Customer will ensure that the location at which AT&T installs, maintains or provides Services is a safe working environment, free of Hazardous Materials and reasonably suitable for the Services. “Hazardous Materials” mean any substance or material capable of posing an unreasonable risk to health, safety or property or whose use, transport, storage, handling, disposal or release is regulated by any law related to pollution, to protection of air, water or soil or to health and safety. AT&T shall have no obligation to perform work at a location that is not a suitable and safe working environment or to handle, remove or dispose of Hazardous Materials.
Safe Working Environment. The Employer has policies addressing discrimination, harassment, and abusive behavior. These policies are available for review on the Employer’s intranet system and can be reviewed with core leaders or human resources. Employees who experience treatment that they perceive to be harassment, abuse, violence, or other forms discrimination should report those experiences to their supervisor, another member of management, human resources, Caregiver Relations, or other resources that may be available. The Employer provides employees with information, including relevant care plans and behavioral support interventions, existing problem-solving tools, and strategies to improve safe care delivery for all patients and residents. The Employer will provide an Employee Assistance Program (EAP) to bargaining unit employees on the same terms and conditions as the program is available to non-unit employees. The Employer’s EAP promotes and supports employee health, safety, and well-being.
