Suspected Abuse Sample Clauses

Suspected Abuse. I may report suspected abuse including child, elder, animal, and mentally ill/ developmentally disabled.
Sample 1Sample 2
Suspected Abuse. 95 96 The Company reserves the right to request certification from a doctor in order to 97 substantiate that the Flight Attendant is pregnant, attempting to become 98 pregnant or her/his partner is attempting to become pregnant. 99 100 7. OPERATIONAL IRREGULARITIES BEYOND THE COMPANY’S CONTROL 101 102 The Company will make every best effort to adhere to the provisions of this 103 Agreement. However, the parties acknowledge that operational irregularities 104 beyond the Company’s control (e.g. unscheduled diversions) may make it 105 impractical for the Company to avoid sending such Flight Attendants to Xxxx 106 affected areas in every circumstance. 107 108 This agreement will remain in effect except that either party may terminate the 109 agreement with a minimum of two full bid months written notice. 110 111 This agreement is without prejudice or precedent. This circumstances described herein 112 cannot be used by either party in any other forum. All other provisions of the collective- 113 bargaining agreement remain in full force and effect. 114
Sample 1
Suspected Abuse. If the grievance is associated in any way with suspected abuse of a participant served by the program, the recipient of the grievance shall immediately report the issues to the Executive Director of The Arc and the Xxxxxx County Mental Health Developmental Disabilities Office. Personnel issues are the responsibility of the Arc of Xxxxxx County. A grievance regarding staff will follow these steps:
Sample 1
Suspected Abuse. In the event of suspected abuse of the Security Plan, the Employer may require an employee to provide a medical certificate for any subsequent illness, provided that the employee is informed in advance of the requirement. The requirement to provide a medical certificate shall be reviewed on a quarterly basis (3 months). In the event of suspected abuse, the employer may require the employee to be examined by a specialist of the employer's choice. Where the employer requires such examination, it will assume the cost of such examination. To be entitled to utilize the short term protection an employee must inform the employer of illness at least one (1) hour before the regular starting time on day shift and two (2) hours before the starting time on the evening or the night shift. The Hospital has the right to monitor innocent absenteeism and has an obligation to bring that information to the employee’s attention when his innocent absenteeism causes concern to the Hospital. The Hospital must offer the employee assistance. The Hospital may request an employee to provide a medical certificate for any subsequent illness, provided that the employee is informed of the requirement. The requirement to provide a certificate will be reviewed on a quarterly basis (3 months). In the event the employee has not used any leave for a review period, the employee shall only be required to provide a medical certificate in accordance with (a) of the Agreement. It is clearly understood that the letters relating to innocent absenteeism are not disciplinary but rather administrative in nature and as such, cannot form the basis of any disciplinary action. The employer may require the employee to be examined by a specialist of the employer’s choice. Where the employer requires such examination, it will assume the cost of such examination.
Sample 1

Related to Suspected Abuse

  • Substance Abuse The dangers and costs that alcohol and other chemical abuses can create in the electrical contracting industry in terms of safety and productivity are significant. The parties to this Agreement resolve to combat chemical abuse in any form and agree that, to be effective, programs to eliminate substance abuse and impairment should contain a strong rehabilitation component. The local parties recognize that the implementation of a drug and alcohol policy and program must be subject to all applicable federal, state, and local laws and regulations. Such policies and programs must also be administered in accordance with accepted scientific principles, and must incorporate procedural safeguards to ensure fairness in application and protection of legitimate interests of privacy and confidentiality. To provide a drug-free workforce for the Electrical Construction Industry, each IBEW local union and NECA chapter shall implement an area-wide Substance Abuse Testing Policy. The policy shall include minimum standards as required by the IBEW and NECA. Should any of the required minimum standards fail to comply with federal, state, and/or local laws and regulations, they shall be modified by the local union and chapter to meet the requirements of those laws and regulations.

  • Substance Abuse Testing The Parties agree that it is in the best interest of all concerned to promote a safe working environment. The Union has no objection to pre-employment substance abuse testing when required by the Employer and further, the Union has no objection to voluntary substance abuse testing to qualify for employment on projects when required by a project owner. The cost and scheduling of such testing shall be paid for and arranged by the Employer. The Union agrees to reimburse the Employer for any failed pre-access Alcohol and Drug test costs.

  • 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.

  • Handling Sensitive Personal Information and Breach Notification A. As part of its contract with HHSC Contractor may receive or create sensitive personal information, as section 521.002 of the Business and Commerce Code defines that phrase. Contractor must use appropriate safeguards to protect this sensitive personal information. These safeguards must include maintaining the sensitive personal information in a form that is unusable, unreadable, or indecipherable to unauthorized persons. Contractor may consult the “Guidance to Render Unsecured Protected Health Information Unusable, Unreadable, or Indecipherable to Unauthorized Individuals” issued by the U.S. Department of Health and Human Services to determine ways to meet this standard. B. Contractor must notify HHSC of any confirmed or suspected unauthorized acquisition, access, use or disclosure of sensitive personal information related to this Contract, including any breach of system security, as section 521.053 of the Business and Commerce Code defines that phrase. Contractor must submit a written report to HHSC as soon as possible but no later than 10 business days after discovering the unauthorized acquisition, access, use or disclosure. The written report must identify everyone whose sensitive personal information has been or is reasonably believed to have been compromised. C. Contractor must either disclose the unauthorized acquisition, access, use or disclosure to everyone whose sensitive personal information has been or is reasonably believed to have been compromised or pay the expenses associated with HHSC doing the disclosure if: 1. Contractor experiences a breach of system security involving information owned by HHSC for which disclosure or notification is required under section 521.053 of the Business and Commerce Code; or 2. Contractor experiences a breach of unsecured protected health information, as 45 C.F.R. §164.402 defines that phrase, and HHSC becomes responsible for doing the notification required by 45 C.F.R. §164.404. HHSC may, at its discretion, waive Contractor's payment of expenses associated with HHSC doing the disclosure.

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