The Workplace Sample Clauses

The Workplace clause defines the specific location or locations where the employee is required to perform their job duties. It typically outlines whether the work will be conducted at the employer’s premises, remotely, or at multiple sites, and may specify expectations regarding travel or relocation. By clearly establishing where work is to be performed, this clause helps prevent misunderstandings about work location and ensures both parties are aligned on logistical expectations.
The Workplace. The programme will take place at the American University of Central Asia, Kyrgyzstan.
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The Workplace. The concept of the workplace at Geoscience Australia goes beyond the traditional notion of an office environment. The diverse nature of work carried out by our employees lends itself to a range of working environments including the office, laboratory, field operations and home‐based work.
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The Workplace. The programme will take place in Bishkek, Son Kul, Issyk Kul (Kyrgyzstan) and in other places in Kyrgyzstan according to the noJ10)l(1t1TeJ1bHoro TeCTa Ha COVID 19, (B03Mell(eHv1e Ha YenoseKa 3a 3KCKYPCv1K) Ha CoH-Kynb coCTasmieT 75 espo, a B03MeW,eHv1e 3a 3KCKypCv1K) Ha v1CCb!K-Kynb Ha YenoseKa coCTasn5ieT 335 espo, npv1MeH1t1M0 B cnyyae v1HcpOpMv1posaHv15i «Kb1prbl3 K0HL(enT» AO 21.07.2021 r., TO czu eCTb 3a 3 AH5i A0 npv16b!Tv15i B CoH-Kynb v1 3a 5 AHel/1 ,0,0 HaYana noe3,0,Kv1 Ha v1CCblK Kynb) v13 CTOv1M0CTv1 Ha 0,0,H0ro CTy,o,eHTa L(eHbl, yKa3aHHOll1 B CTaTbe II, 6y,o,yT B03Bpall(eHbl B B C00TBeTCTBv1v1 C cpaKTv1YeCKv1M K0Jlv1YeCTB0M yYaCTHv1K0B nporpaMMbl. B cnyyae, ecnv1 npasv1TenbCTB0 v1nv1 Apyroe yype)l(,O,eHv1e Kb1prbl3CTaHa 3anpeTv1T noe3,o,Ky B Kblprbl3CTaH, CT0p0Hbl czu ,o,orosopv1nv1cb, YTO 3T0T K0HTpaKT 6yAeT paCToprHyT, v1 ínaBHbll/1 ,o,ep)l(aTeJlb o6myeTrn B03MeCTv1Tb BCK) onnaYeHHYK) CYMMY s TeYeHv1v1 3 (Tpex) pa60Yv1X AHel/1.
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The Workplace. Human Rights Legislation, In recognition of the right that every Employee is entitled to a work environment that is free from discrimination, the Employer and the Union recognize the principles of the Canadian Human Rights Act and will work together to ensure a workplace free from discrimination. Complaint Process. If an Employee believes that she has been the subject of discrimination, then the Employee shall follow the process set out in the Employer's policy for the purpose of attempting to resolve the complaint. the Employee may submit a grievance at Step Two. At any time an Employee has the legal right to submit a complaint to the Canadian Human Rights Commission. Either the grievance or the Human Rights complaint may be held in abeyance pending decision of the other.
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The Workplace. The programme will take place at the Kathmandu University, Pokhara University, Nepal and in other places in Nepal according to the programme (e.g. field trips).
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The Workplace. The programme will take place at the faculty of Economics and Management, Czech University of Life Sciences Prague and in other places in the Czech Republic according to the programme (e.g. field trips).
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The Workplace. The place where the work is carried out is usually agreed upon between the parties; whereby the employer would be in breach of contract if it unilaterally changes the employee’s work location. For that purpose, employment agreements (and/or internal labor regulations) usually include a provision allowing the employer to unilaterally change the employee’s work location. In such a case, the unilateral change of work location would not be deemed a breach of contract. Notwithstanding, the employer should provide the necessary health and safety conditions at the workplace.
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Related to The Workplace

  • 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.

  • 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.

  • Respectful Workplace The parties are committed to promoting a work environment in which all those who enter the facility will conduct themselves in a civil, respectful and cooperative manner. A safe environment is important for staff and contributes to providing the highest possible standard of care. Staff should expect to work in and residents should expect to be treated in a respectful environment free from discrimination, harassment and workplace bullying. The Employer will publish a clear policy for promoting and maintaining a working environment in which all persons are treated with respect and dignity. These policies will be accessible to staff and the users of the facility.

  • 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.