Statement of Commitment. The Institutions promote teaching, scholarship and research and the free and critical discussion of ideas. Unions and employers are committed to providing a working and learning environment that allows for full and free participation of all members of the institutional community. Harassment undermines these objectives and violates the fundamental rights, personal dignity and integrity of individuals or groups of individuals. Harassment is a serious offence that may be cause for disciplinary sanctions including, where appropriate, dismissal or expulsion. The Institutions have a responsibility under the BC's Human Rights Code to prevent harassment and to provide procedures to handle complaints, to resolve problems and to remedy situations where harassment occurs. The employer will offer educational and training programs designed to prevent harassment and to support the administration of the institutional policies and to ensure that all members of the institutional community are aware of their responsibility with respect to the policy. The Unions and Employers agree that attendance is required and will take place during compensated work time.
Statement of Commitment. The colleges and institutes promote teaching, scholarship and research and the free and critical discussion of ideas. Unions and employers are committed to providing a working and learning environment that allows for full and free participation of all members of the institutional community. Harassment undermines these objectives and violates the fundamental rights, personal dignity and integrity of individuals or groups of individuals. Harassment is a serious offence that may be cause for disciplinary sanctions including, where appropriate, dismissal or expulsion. The colleges and institutes have a responsibility under the BC's Human Rights Code to prevent harassment and to provide procedures to handle complaints, to resolve problems and to remedy situations where harassment occurs. The employer will offer educational and training programs designed to prevent harassment and to support the administration of the institutional policies and to ensure that all members of the institutional community are aware of their responsibility with respect to the policy.
Statement of Commitment. The Institutions promote teaching, scholarship and research and the free and critical discussion of ideas. Unions and employers are committed to providing a working and learning environment that allows for full and free participation of all members of the institutional community. Harassment undermines these objectives and violates the fundamental rights, personal dignity and integrity of individuals or groups of individuals. Harassment is a serious offence that may be cause for disciplinary sanctions including, where appropriate, dismissal or expulsion. The Institutions have a responsibility under the BC's Human Rights Code to prevent harassment and to provide procedures to handle complaints, to resolve problems and to remedy situations where harassment occurs. The employer will offer educational and training programs designed to prevent harassment and to support the administration of the institutional policies and to ensure that all members of the institutional community are aware of their responsibility with respect to the policy. The Unions and Employers agree that attendance at these educational and training programs is mandatory.
Statement of Commitment. The College promotes teaching, scholarship and research and the free and critical discussion of ideas. The parties are committed to providing a working and learning environment that allows for full and free participation of all members of the Langara College community. Harassment undermines these objectives and violates the fundamental rights, personal dignity and integrity of individuals or groups of individuals. Harassment is a serious offence that may be cause for disciplinary sanctions including, where appropriate, dismissal or expulsion. The College has a responsibility under BC's Human Rights Code to prevent harassment and to provide procedures to handle complaints, to resolve problems and to remedy situations where harassment occurs. The College will offer educational and training programs designed to prevent harassment and to support the administration of the Langara College policies and to ensure that all members of the College community are aware of their responsibility with respect to the policy. The Association and Employer agree that attendance is required and will take place during compensated work time.
Statement of Commitment. Acknowledging the critical importance of diversity, equity and inclusion in the entertainment industry, Producers and the Union mutually reaffirm their commitment to make good faith efforts to increase employment opportunities for individuals from "underrepresented populations" in order to xxxxxx a more inclusive, equitable and diverse workforce in the motion picture industry. Historically, "underrepresented populations" have traditionally been defined as women, racial and ethnic minorities, LGBTQIA, persons with a disability and other protected categories; however, underrepresented populations may vary per classification. In furtherance of this commitment, Producers, in partnership with the Union, seek to create one or more diversity, equity and inclusion initiatives that are designed to enhance employment opportunities, as well as equip participants with the requisite knowledge, skills and credentials to work successfully in the motion picture industry.
Statement of Commitment. The University promotes teaching, scholarship and research and the free and critical discussion of ideas. Unions and employers are committed to providing a working and learning environment that allows for full and free participation of all members of the University community. Harassment undermines these objectives and violates the fundamental rights, personal dignity and integrity of individuals or groups of individuals. Harassment is a serious offence that may be cause for disciplinary sanctions including, where appropriate, dismissal or expulsion. The University has a responsibility under the BC Human Rights Code to prevent harassment and to provide procedures to handle complaints, to resolve problems and to remedy situations where harassment occurs. The University will offer educational and training programs designed to prevent harassment and to support the administration of the University policies and to ensure that all members of the University community are aware of their responsibility with respect to the policy. The Union and the University agree that attendance is required and will take place during compensated work time.
Statement of Commitment. As required by the ACGME, UAMS GME must have a written statement documenting the SI’s GME mission and its commitment to GME by providing the necessary financial support for administrative, educational, and clinical resources, including personnel. That statement of commitment must be reviewed, dated, and signed at least once every five years by the DIO, a representative of the SI’s senior administration, and a representative of the Governing Body.
Statement of Commitment. (A) The signatures of the NTA and the Chief, CI, reflect concurrence that TAS casework requires priority consideration and will receive that consideration within CI.
(B) The Chief, CI, will issue a memorandum consistent with the timeline agreed to by all parties, through her management chain to all employees within her jurisdiction. The memorandum will emphasize the priority nature of a Taxpayer Advocate case, and encourage CI employees and managers to work cooperatively with TAS to effect timely resolution of taxpayer problems. This memorandum will also include her endorsement of this agreement and the provisions contained therein.
(C) The SLA will be reviewed and reissued annually. The SLA may be reviewed earlier with concurrence of the parties or in accordance with Paragraph X. (C). Modifications will be made in writing only and must be signed by the NTA and the Chief, CI.
(D) All affected Internal Revenue Manuals (IRMs) for CI, upon updating, will include a reference to the SLA and Addendum. The SLA will be available via the intranet by links on both the TAS and the CI web pages.
(E) TAS will provide training to its employees describing the roles and responsibilities of TAS personnel in the Operations Assistance Process (OAR) process, including proper routing of OARs, timely and accurate updates to the OAR field information on the Taxpayer Advocate Management Information System (TAMIS), and the process for elevating issues related to OAR processing.
(F) Training opportunities in CI will be communicated to TAS to ensure attendance of TAS personnel. TAS will work with CI to identify the number of slots available for the training. TAS will identify the appropriate TAS personnel who would serve as train-the-trainers to attend this training. If travel is involved for TAS employees to attend training, TAS will be responsible for funding its employees.
(G) Training opportunities in TAS will be communicated to CI to ensure attendance of CI personnel (i.e., HQ and campus liaisons). TAS will work with CI to identify the number of slots available for the training. CI will identify the appropriate personnel to attend this training (e.g., Annual TAS Symposium). If travel is involved for CI employees to attend training, CI will be responsible for funding its employees.
Statement of Commitment. The Faculty Association and the Institute are committed to providing a working and learning environment free of harassment. Harassment is a serious offence that may be cause for disciplinary sanctions including, where appropriate, dismissal.
Statement of Commitment. The University promotes teaching, scholarship and research and the free and critical discussion of ideas. The Parties are committed to providing a working and learning environment that allows for full and free participation of all members of the institutional community. Harassment undermines these objectives and violates the fundamental rights, personal dignity and integrity of individuals or groups of individuals. Harassment is a serious offence that may be cause for disciplinary sanctions including, where appropriate, dismissal or expulsion. The University has a responsibility under BC's Human Rights Code to prevent harassment and to provide procedures to handle complaints, to resolve problems and to remedy situations where harassment occurs. The University will offer educational and training programs designed to prevent harassment and to support the administration of the institutional policies and to ensure that all members of the institutional community are aware of their responsibility with respect to the policy.
