Smoking in the Workplace Sample Clauses

Smoking in the Workplace. The parties to this Agreement acknowledge that smoking at work is an issue which affects company productivity, as well as giving rise to health implications especially in an environment which is potentially dusty. The parties therefore agree to the immediate implementation of the following measures to minimise the incidence of smoking at work. a) Smoking is banned on site. b) Disciplinary breaches of this clause shall apply.
Sample 1
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Smoking in the Workplace. During negotiations the company and the union discussed the adverse impact of smoking, both on the health of the employee who smokes and on the health of other employees in the workplace. The parties discussed the advantages of a smoke free workplace and the need for effective programs to comply with provincial and municipal legislation regarding smoking in the workplace. The plants and office are encouraged to continue in their efforts towards accommodating the needs of both the smoker and the non-smoker.
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Smoking in the Workplace. Section 1. It is the policy to establish a smoke-free work environment for employees and members of the public visiting or using Employer facilities. Section 2. The Employer prohibits smoking in all vehicles/ workspaces owned, rented, or leased. The Employer and the Union agree to cooperate in attempts to resolve such problems brought to the attention of the Parties. Section 3. The Parties agree to comply with the spirit and intent of applicable Federal laws, agency regulations, instructions and policies relating to smokers and non- smokers. Section 4. The Employer shall designate “outdoor smoking areas”. When possible, outdoor smoking areas will be reasonably accessible to employees and provide a measure of protection from the elements. Section 5. Both Parties agree all personnel will monitor outside smoking areas to ensure personnel dispose of smoking materials in noncombustible receptacles. The Employer shall provide the metal containers (butt cans) to be used for disposing of smoking material. Unsafe smoking practices and improper disposal of smoking material constitute a main cause of fire. Section 6. There are no designated smoking areas inside work areas owned and/or controlled by USFK/EUSA. Section 7. Subject to availability of funds, Management agrees to make available to employees, health related information and/or training to include, but not limited to smoking cessation classes. Employees participating in smoking cessation classes for the first time will normally be allowed to take administrative leave. Use of administrative leave for subsequent participation in other smoking cessation classes will be at the discretion of the supervisor.
Sample 1
Smoking in the Workplace. 23.1 The company is committed to providing a safe work and healthy place, free of any hazards or practices that could be harmful to employees, contractors or visitors. To this end, the Sunshine facility shall be a smoke free environment, except for the provisions of clause 23.2 herein. 23.2 There will be one designated smoking area on the site. That is the shelter between the plant and the administration building, to the east side of the covered walkway. 23.3 Smoking will only be allowed during designated meal or rest breaks.
Sample 1
Smoking in the Workplace. With regard to the issue of smoking in the workplace, the State and CSEA reaffirm commitment to working toward a smoke free environment by continuing to address the issue through discussion that will ensure work location input.
Sample 1
Smoking in the Workplace. The Company does not condone smoking in the workplace. However, employees who smoke of their own volition must only do so in the designated areas. The Company has set aside “open air” areas for smoking. Smoking will be confined to the meal and/or rest breaks provided for in this Agreement. Employees found smoking in areas other than those designated and provided or at times other than the meal and/or rest breaks provided for in this Agreement will receive a disciplinary warning. A second offence may result in dismissal.
Sample 1
Smoking in the Workplace. Section 19 of the Occupational Safety and Health Act states that an employer shall, so far as is practicable, provide and maintain a workplace in which employees are not exposed to hazards. It has been noted that passive smoking presents an unacceptable hazard. The workplace includes but is not limited to all Company premises, the cab of motor vehicles, rear of furniture pans, as well as Customer’s premise, or anywhere that an employee is requested to conduct business on behalf of the Company. An employee engaging in smoking in the workplace exposes other employees through passive smoking to an unacceptable hazard. Smoking is therefore not permissible in the workplace (as defined). Employees engaging in the habit of smoking will do so outside the workplace and only during morning tea, lunch and afternoon tea.
Sample 1
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Smoking in the Workplace. 42.1 Smoking is prohibited within the school grounds, in all buildings, enclosed spaces or near any hazardous materials or substances whilst at work.
Sample 1

Related to Smoking in the Workplace

  • Violence in the Workplace (a) The parties agree that violence shall be defined as any incident in which an employee is abused, threatened or assaulted while performing his or her work. The parties agree it includes the application of force, threats with or without weapons and severe verbal abuse. The parties agree that such incidents will not be condoned. Any employee who believes he/she has been subjected to such incident shall report this to a supervisor who will make every reasonable effort to rectify the situation. For purposes of sub-article (a) only, employees as referred to herein shall mean all employees of the Employer notwithstanding Article 2.12. (b) The Employer agrees to develop formalized policies and procedures in consultation with the Joint Health and Safety Committee to deal with workplace violence. The policy will address the prevention of violence and the management of violent situations and support to employees who have faced workplace violence. These policies and procedures shall be communicated to all employees. The local parties will consider appropriate measures and procedures in consultation with the Joint Health and Safety Committee to address violence in the workplace, which may include, among other measures and procedures: i) Alert employees about a person with a known history of aggressive and responsive behaviours and their known triggers by means of: A) electronic and/or other appropriate flagging systems, B) direct verbal communication / alerts (i.e. shift reports), ii) Communicate and provide appropriate training and education, iii) Reporting all incidents of workplace violence, iv) Long-term care home wide violence risk assessments. (c) The Employer will report all incidents of violence as defined herein to the Joint Health and Safety Committee for review. (d) The Employer agrees to provide training and information on the prevention of violence to all employees who come into contact with potentially aggressive persons. This training will be done during a new employee’s orientation and updated as required. (e) Subject to appropriate legislation, and with the employee’s consent, the Employer will inform the Union within three (3) days of any employee who has been subjected to violence while performing his/her work. Such information shall be submitted in writing to the Union as soon as practicable.

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

  • Safe Workplace A) The Employer and employees recognize the need for a safe and healthful workplace and agree to take appropriate measures in order that risks of accidents and/or occupational disease are reduced and/or eliminated. Employers will take all reasonable steps to eliminate, reduce and/or minimize threats to the safety of employees. B) An employee performing visitation to clients in the community shall have the right to request backup to attend where there is reasonable cause to expect a violent situation and will have access to appropriate communication equipment. C) When the Employer is aware that a patient/resident/client has a history of violent behaviour, the Employer shall make such information available to the employee. Upon admission or transfer the Employer will make every reasonable effort to identify the potential for aggressive behaviour. In- services and/or instruction in caring for the violent patient will be provided by the Employer. D) The Employer will provide orientation and/or in-service which is necessary for the safe performance of work including universal precautions, the safe use of equipment, safe techniques for lifting and supporting patients/residents/clients and the safe handling of materials and products. The Employer will also make readily available information, manuals and procedures for these purposes. The Employer will provide appropriate safety clothing and equipment.

  • Smoking Persons working under Agreement shall adhere to local smoking policies. Smoking will only be permitted in posted areas or off premises.

  • 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 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 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.

  • Contamination The presence in, on or under land, air or water of a substance (whether a solid, liquid, gas, odour, heat, sound, vibration or radiation) at a concentration above the concentration at which the substance is normally present in, on or under land, air or water in the same locality, that presents a risk of Environmental Harm, including harm to human health or any other aspect of the Environment, or could otherwise give rise to a risk of non-compliance with any Statutory Requirement for the protection of the Environment.

  • Dangerous Materials Tenant shall not keep or have on the Premises any article or thing of a dangerous, flammable, or explosive character that might substantially increase the danger of fire on the Premises, or that might be considered hazardous by a responsible insurance company, unless the prior written consent of Landlord is obtained and proof of adequate insurance protection is provided by Tenant to Landlord.

  • Smoke Free Environment The Lessor shall make all parts of the leased premise smoke-free. "

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