Workplace Access Sample Clauses

Workplace Access. The College agrees that non-employee representatives of the OPBA shall have reasonable access to the premises to discuss and conduct OPBA business with bargaining unit members as long as such visitation does not interfere with the members’ ability to perform their assigned duties.
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Workplace Access. Wherever possible, Union officials should make contact with the franchisee or restaurant manager 48 hours prior to visiting a restaurant. This may not be possible where a union official has been requested to attend an urgent employment relations matter (eg: disciplinary or performance meeting) or an urgent H&S matter. When exercising access to a restaurant, union officials shall first make contact with the manager or the supervisor running shift and introduce themselves. Management and union officials shall conduct themselves in a professional and reasonable manner. Each parties shall take into account the pressures and obligations of each other and act accordingly. During union visits there may be some interruption to the business. Union officials shall try to minimise the impact on the business during these visits. Management will try their best to ensure that union officials have timely access to meet with each employee on shift. The management will ensure all employees are released in a timely manner so as not to delay the process. In special circumstances where there is a delay the management will inform the union official and indicate the wait period and reason for such delay. In normal circumstances union officials: • will not talk with or otherwise disrupt employees whilst they are dealing with customers • will not enter areas with particular hygiene, security, or H&S considerations • will not harass or otherwise upset employees who have made it clear that they do not wish to talk to a union official • will not behave in a rude, unpleasant or loud way • will not turn access to visit potential members into an opportunity to have a workplace discussion without making prior arrangements with the Franchisee/Manager. (As a guide, having a union official address 4 or more crew members anywhere in the restaurant would be unreasonable) In the event that an official breaks the workplace access protocols the Franchisee/manager will contact Unite’s National Director, Xxxx Xxxxx (xxxx@xxxxx.xxx.xx or 09-846-9485), and an HR representative from Head Office who will take all reasonable steps to resolve the situation and ensure the protocols are observed. As a guideline officials/delegates should only take a reasonable amount of time to discuss with individual crew members should be around five minutes. In certain circumstances officials may have a longer discussion. For example: • where an employee raises an issue for discussion • where an employee decides to si...
Sample 1
Workplace Access. Union Representatives will be permitted access to state facilities for administering this Agreement in accordance with safety, security, treatment and/or confidentiality requirements. Union Representatives may also request access to designated non-work places such as conference rooms and lunch rooms for the purpose of informational meetings, introducing the Union to new Employees, distribution of Union leaflets, newsletters, membership packets, dues deduction authorization cards and other information related to this Agreement. Workplace access shall not be disruptive of the work environment nor shall it be unreasonably denied. Employees may meet with Union representatives during non-work time or as otherwise specified in this Agreement. Nothing in this provision shall be construed as a limitation of the rights of the Union or members to utilize the Employer's facilities in the same manner and conditions that are otherwise available to the public.
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Workplace Access. ‌ MVCEA may distribute pamphlets, brochures and membership sign up forms on City property during non-working hours of the employees in the bargaining unit. MVCEA may, with the approval of the Human Resources Director or designee, hold meetings of their members with directors or representatives on City property during non-working hours provided: (A) Requests are made to the Human Resources Director or designee as to the specific location and dates of meetings prior to such meetings; (B) Requests shall state the general purpose of the meeting and proposed facility to be used; and (C) The requested location is available. Board members shall be allowed reasonable access to City telephones, e-mail, and other equipment for conducting MVCEA business including representing members in grievances and disciplinary actions and communicating with MVCEA consultants and legal counsel. Reasonable access is interpreted as not to exceed on average more than two hours a week. Association representatives will be granted reasonable access to City facilities and employees for purposes of investigation of grievances and official Association business, provided Association representatives shall provide twenty-four (24) hours advance notice to the supervisor in charge of the work area that is being visited. Such visits shall not interfere with normal operation of the department. In case of an emergency, the twenty-four (24) hour advance notice will not be required, provided the Association representative provides advance notice to the supervisor in charge as soon as reasonably possible.
Sample 1
Workplace Access. Any person authorized by the Union to serve as its representative 9 may visit the work location of other employees at reasonable times for purpose of administering the 10 terms of this Agreement. The Union shall regularly submit a list of its designated representatives to 11 the Manager of Transit Employee and Labor Relations and the Capital Division Director. Before 12 visiting the work location, the Union representative must contact the supervisor or manager of that 13 location to ensure that the worksite visit will not unduly interfere with normal operations at the 14 worksite.
Sample 1
Workplace Access. Any person authorized by the Union to serve as its 15 representative may visit the work location of other employees at reasonable times for purpose of 16 administering the terms of this Agreement. The Union shall regularly submit a list of its designated 17 representatives to the Manager of Design and ConstructionTransit Employee and Labor Relations and
Sample 1

Related to Workplace Access

  • WORKPLACE BEHAVIOR 3.1 The Employer and the Union agree that all employees should work in an environment that fosters mutual respect and professionalism. The parties agree that inappropriate behavior in the workplace does not promote the Employer’s business, employee well being, or productivity. All employees are responsible for contributing to such an environment and are expected to treat others with courtesy and respect.

  • Site Access Dell requires the right to access the APEX System in a timely way and as provided in the Service Offering Description to provide the Support Services. Failure to ensure that Customer provides Dell with timely access to a Site will relieve Dell of the Support Services obligations and Dell may also, at Dell’s discretion, suspend the APEX Service.

  • Service Access Access to the clinical parts of our Site is restricted to Users. Users of our Site are provided with unique User IDs by the Clinic with which they are associated and must choose a password of their choice to sign on to our Site. Users must provide personal contact information, and you must ensure that your information is kept up to date at all times. User IDs and passwords constitute an electronic signature and will be used by us to authenticate access to our Site. If a User opts to sign onto Xxxxxx.xxx, the User will be able to take advantage of the non- public sections of our Site. If a User opts not to sign onto our Site, their access to our Site will be restricted to the public sections of our Site only. If you are provided with a User ID, password or any other piece of information as part of our security procedures, you must treat such information as confidential, and you must not disclose it to any third party. We have the right to disable any User ID at any time, if in our opinion, you have failed to comply with any of the provisions of this Agreement. You may only use our Site as set out in this Agreement. Any illegal or unauthorized use of our Site shall constitute a violation of this Agreement. You do not have permission to access our Site in any way that violates this Agreement or breaches any applicable law. You agree to keep your and your Patients’ Data accurate, current and complete. You may print off or download extracts of page(s) from our Site for your use in Patient care or insertion into a Patient’s electronic health records only.

  • 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.

  • Workplace Bullying Bullying for the purpose of this Article is any repeated or systemic behaviour which may be either physical, verbal or psychological including shunning, which would be seen by a reasonable person as intending to belittle, intimidate, coerce or isolate another person. Personal harassment and/or bullying does not include acceptable social banter in the workplace. Nor does it include actions occasioned through the exercise in good faith of management’s rights for bona fide operational requirements or progressive corrective discipline in a manner that is respectful of those involved.

  • Workplace Safety The parties to this Agreement commit themselves to achieving the highest possible standards of occupational health and safety including adherence to the consultative and issue resolution processes included herein. Participation in and support for building and construction industry initiatives to improve construction industry standards in occupational health and safety will form an important part of this commitment. Observance of relevant Acts, Regulations, and Codes of Practice are the minimum level acceptable to enable employers and employees to meet their responsibilities and to work safely and follow health and safety rules in their workplace. On all sites there will be developed a site safety plan and job specific ‘job safety analysis’ to identify and manage the risks associated with work on each particular site. Such safety plan will include suitable procedures for personnel/material access, and site evacuation procedures. The Incolink Safety Handbook ‘SAFE’ (as amended) is endorsed by this Agreement as a proper guide and reference source for safety management and control of risks.

  • 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.

  • Workplace The Employee shall be required to perform work at or any other site of work for the Employer.

  • Workplace Violence Prevention A. In order to provide a safe and healthy workplace for employees, the State agrees to develop and implement "Workplace Violence Prevention" policies and programs.

  • Information Access Each Party (“Disclosing Party”) shall make available to another Party (“Requesting Party”) information that is in the possession of the Disclosing Party and is necessary in order for the Requesting Party to: (i) verify the costs incurred by the Disclosing Party for which the Requesting Party is responsible under this Agreement; and (ii) carry out its obligations and responsibilities under this Agreement. The Parties shall not use such information for purposes other than those set forth in this Article 25.1 of this Agreement and to enforce their rights under this Agreement.

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