WORK PLACE ENVIRONMENT. The Employer and the Union reaffirm their commitment to encourage and maintain a work environment which is hospitable to all employees, managers and supervisors. To that end, the Employer and the Union shall continue to refine a formal alternative dispute resolution (ADR) system for the purpose of managing conflict resolution systems and/or to provide coaching and training to employees, managers, and supervisors in conflict resolution techniques.
WORK PLACE ENVIRONMENT. The Employer reaffirms its commitment to encourage and maintain a work environment which is hospitable to all employees, managers and supervisors. To that end, the Employer and the Union shall continue to develop and refine a formal policy that prohibits harassment and abuse in the work place by any employee, manager, or supervisor. The Employer agrees to investigate all allegations of violations to that policy. Upon a finding that a violation of the policy has occurred, the Employer shall take appropriate remedial and/or corrective action and encourage the resolution of any resulting dispute through an established alternative dispute resolution (ADR) system.
WORK PLACE ENVIRONMENT. The Employer reaffirms its commitment to encourage and maintain a work environment which is hospitable to all employees, managers and supervisors. To that end, the Employer and the Union shall continue to develop and refine a formal policy that prohibits harassment and abuse in the work place by any employee, manager, or supervisor. The Employer agrees to investigate all allegations of violations to that policy. Upon a finding that a violation of the policy has occurred, the Employer shall take appropriate remedial and/or corrective action.
WORK PLACE ENVIRONMENT. Employees have the right to a workplace free from abuse, threats, and assaults related to their work whether the behaviors originate from customers or co-workers at any level of the District. Behaviors covered include, but are not limited to, all forms of harassment, bullying, intimidation, physical threats or assaults, robbery and other intrusive behaviors. Employees who experience such behavior are encouraged to contact the Human Resources Department as outlined in School Board Policy 415.00
WORK PLACE ENVIRONMENT. The Employer and the Association reaffirm their commitment to encourage and maintain a work environment which is hospitable to all employees, managers and supervisors. To that end, the Employer and the Association shall continue to develop and refine a formal policy that prohibits harassment and abuse in the work place by any employee, manager, or supervisor. The Employer agrees to investigate all allegations of violations to that policy. Upon a finding that a violation of the policy has occurred, the Employer shall take appropriate remedial and/or corrective action and encourage the resolution of any resulting dispute through an established alternative dispute resolution (ADR) system. Additionally, in recognition of the Association and Employer’s commitment to support a work environment that is hospitable to all employees, the Association and the Employer agree to support training, policies and work rules that promote and sustain a positive work environment and prohibit abuse and harassment in the work place by any employee, manager or supervisor.
WORK PLACE ENVIRONMENT. The Employer and the Union reaffirm their commitment to encourage and maintain a work environment which is hospitable to all employees, managers, and supervisors.
WORK PLACE ENVIRONMENT. The Employer and the Association reaffirm their commitment to encourage and maintain a work environment which is hospitable to all employees, managers and supervisors. To that end, the Employer and the Association shall continue to develop and refine a formal policy that prohibits harassment and abuse in the work place by any employee, manager, or supervisor. The Employer agrees to investigate all allegations of violations to that policy. Upon a finding that a violation of the policy has occurred, the Employer shall take appropriate remedial and/or corrective action and encourage the resolution of any resulting dispute through an established alternative dispute resolution (ADR) system. Additionally, in recognition of the Association and Employer’s commitment to support a work environment that is hospitable to all employees, the Association and the Employer agree to support training, policies and work rules that promote and sustain a positive work environment and prohibit abuse and harassment in the work place by any employee, manager or supervisor.
1. PURPOSE STATEMENT - Abuse of drugs and alcohol is a nationwide problem. It affects persons of every age, race, sex and ethnic group. It poses risks to the health and safety of employees of the City of Minneapolis and to the public. To reduce those risks, the City has adopted this LOA concerning drugs and alcohol in the workplace. This LOA establishes standards concerning drugs and alcohol which all employees must meet and it establishes a testing procedure to ensure that those standards are met. This drug and alcohol testing LOA is intended to conform to the provisions of the Minnesota Drug and Alcohol Testing in the Workplace Act (Minnesota Statutes §181.950 through 181.957), as well as the requirements of the federal Drug-Free Workplace Act of 1988 (Public Law 100-690, Title V, Subtitle D) and related federal regulations. Nothing in this LOA shall be construed as a limitation upon the Employer's obligation to comply with federal law and regulations regarding drug and alcohol testing. The Human Resources Director is directed to develop and maintain procedures for the implementation and ongoing maintenance of this LOA and to establish training on this LOA and applicable law.
WORK PLACE ENVIRONMENT. Wal-Mart maintains a safe, clean, healthy and efficient environment for its associates and expects the same from its Suppliers. Wal-Mart also expects that Suppliers shall furnish employees with safe and healthy working conditions. Factories working on Wal-Mart merchandise shall provide adequate medical facilities, emergency exits and safety equipment, well-lighted and comfortable work stations, clean rest-rooms, and adequate living zones where necessary. Workers should be adequately trained to perform their jobs safely. Wal-Mart reserves the right not to do business with any Supplier who provides an unhealthy or hazardous work environment or applies mental or physical penalties to the employees.
WORK PLACE ENVIRONMENT. The Employer and the Union reaffirm their commitment to encourage and maintain a work environment that is hospitable to all employees, managers, and supervisors. Both parties share the goal of supporting the well-being of employees, supervisors, and managers. Additionally, from time to time there will be changes in work expectations and/or workflow that may have an impact on members of the bargaining unit. The Employer and Union aspire to work collaboratively in fulfilling the need to meet customer expectations utilizing limited resources while providing for the Employee’s need for training, vacation and sick leave. An Employee or group of Employees with concerns about their workload in terms of their ability to fulfill position expectations within the normal workday and workweek as defined in Section 10.01 may request a meeting with their supervisor/managers and their union representatives to investigate and discuss the concerns and to make recommendations related to the concerns.
WORK PLACE ENVIRONMENT. The Agency shall provide employees with a workplace environment that is comfortable, relatively free of distractions, and safe.
