Supervisors and Managers Sample Clauses
The "Supervisors and Managers" clause defines the roles, responsibilities, and authority of individuals designated as supervisors or managers within an organization or under a contract. It typically outlines the scope of their decision-making power, oversight duties, and reporting obligations, such as managing staff performance, ensuring compliance with company policies, or approving certain actions. This clause ensures clarity in the chain of command and helps prevent disputes by clearly delineating who is responsible for supervision and management tasks.
Supervisors and Managers. Jobs with titles that include “supervisor,” “manager,” “superintendent,” and “Chief” or similar titles are excluded if the job duties meet the National Labor Relations Act’s test for exclusion of supervisory, managerial or confidential Employees.
Supervisors and Managers. Supervisors and managers are responsible for determining whether to grant any Absence or Leave to an Employee and, if approved, whether to approve payment for the Leave of Absence, with each determination being made in accordance with this Policy.
Supervisors and Managers. Directors will receive support and training to enable them to identify technical skills required of their employees in order to plan and coordinate the appropriate training responses.
Supervisors and Managers. Supervisors and managers are responsible for the overall management of teleworking and remote work within their work units, including: Employees: Employees are responsible for the following:
Supervisors and Managers. Promoting an environment free from harassment and violence of any kind • Knowing, complying, communicating, and enforcing this procedure among all personnel under their direction; including employees, visitors, customers, vendors and contractors as necessary • Ensuring that all previously mentioned parties are aware of their responsibility to contribute to a respectful working environment, to treat others with respect, and to report incidents where themselves or their peers have been treated disrespectfully or are susceptible to domestic violence • Take reasonable actions to prevent harassment from occurring, including but not limited to identifying and intervening in inappropriate workplace behaviour, as defined by the procedure, and demonstrating a willingness to discuss and address concerns with any employee. • Report or investigate all incidents of workplace harassment and violence that become known either through a worker, a verbal complaint, or a written complaint, and deal with harassment or violence allegations seriously, promptly and confidentially • Take reasonable steps to prevent retaliatory action against employees who initiate complaints or participate in investigations in accordance with this procedure • Lead by setting a good example, this includes refusing to tolerate inappropriate behaviour by putting a stop to it immediately EMPLOYEES: • Making sure this policy is upheld and complied with by avoiding incidents of inappropriate behaviour in the workplace • Engaging only in respectful relations • Promptly reporting violations to management, the UNIFOR designate, and/or human resources; even if you are not directly involved • Communicating clearly to the person who harassed you that the behaviour was unwelcome (unless it would be unreasonable for this expectation to be met) • Co-operating with the people who are looking into the incident or complaint WHAT TO DO IF VICTUMIZED If an employee believes that he/she has been harassed on the basis of any of the grounds prohibited by applicable human rights legislation, the employee should:
Supervisors and Managers. To maintain a workplace free from violence and harassment; • To take allegations of violence or harassment seriously and follow-up appropriately; • To maintain confidentiality wherever possible; • To be familiar with the requirements of the Violence and Harassment in the Workplace policy and all of the relevant sub-policies; • To be aware of the signs of workplace violence and harassment and be prepared to intervene when appropriate; • To refer victims or perpetrators of violence or harassment to appropriate resources where applicable; and • To set a good example and maintain a high standard of conduct in all dealings with others. • In cases of harassment, to clearly inform the harasser that his or her behaviour is unacceptable and that it must stop immediately; • In cases of violence or in other cases where the complainant is not comfortable informing the respondent personally, this may be done by a manager or a Human Resources representative to whom the incident is reported;