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. Consistent with access rights under the Employment Relations Act, Union officials shall 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 e.g.: 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 party 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 employees on shift. Management will ensure employees are released in a timely manner so as not to delay the process. As a guide, Managers should send employees out at intervals no longer than 10-minutes apart, where it does not unduly impact on Restaurant operations. 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. Note: All parties acknowledge that there needs to be a mutual willingness to meet between the Union and the employee. Restaurant Managers and Franchisees will ensure an opportunity to meet with the Union is provided and that employees are made aware of such opportunity in a constructive manner. Employees will be encouraged to let the Union official know directly, rather than through their Franchisee or Manager, if they do not wish to meet. In normal circumstances Union officials: • will, on first entering the Restaurant produce evidence of their identity and authority to represent the Union (e.g. a business card) to the Franchisee/Manager • will not talk with or otherwise disrupt employees whilst they are dealing with customers • except as set out below, will not enter Restaurant areas with particular hygiene, security, or H&S considerations (“risk areas”) • 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 ...
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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. ‌ 1. The Client will provide a direct and convenient path to and from the workplace, any fees related to The Contractor’s parking location including charges related to The Contractor’s vehicle getting stuck will be the responsibility of The Client. 2. A safe and clear path must be available for The Contractor to move freely within the property as well as in the area the work is to be performed. It is expected for the work area to be clear of any objects that may get in the way, if The Contractor is required to move a significant amount objects in order to perform the services, a cleaning fee may be applied at The Contractor’s discretion. 3. The Contractor holds no responsibility for objects accidentally broken in the course of preforming the services or moving the objects so that the services may be performed. 4. If the work area is unsafe from remaining objects and The Contractor is significantly injured as a result, The Client will be responsible for any resulting medical bills.
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Workplace Access. Any person authorized by the Union to serve as its 17 representatives to the Manager of Design and ConstructionTransit Employee and Labor Relations and
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Workplace Access. The Employer agrees that it will not deny accredited representatives of the Union, whether local representatives, District Council representatives or
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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
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Workplace Access. Any person authorized by the Union to serve as its representative
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 a college’s/district’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. 3.2 Inappropriate workplace behavior by employees, supervisors and/or managers will not be tolerated. If an employee and/or the employee’s union representative believes the employee has been subjected to inappropriate workplace behavior, the employee and/or the employee’s representative is encouraged to report this behavior to the employee’s supervisor, a manager in the employee’s chain of command and/or the Human Resources Office. An employee or the employee’s representative should identify complaints as inappropriate workplace behavior. The Employer will investigate the reported behavior and take appropriate action as necessary. The employee and/or union representative will be notified upon conclusion of the investigation. Upon request, the Employer will provide the employee and the union representative with a copy of the investigation report. 3.3 Retaliation against employees who make a workplace behavior complaint will not be tolerated. 3.4 Supervisors, managers and Human Resource Office staff will be trained on Article 3, Workplace Behavior. The Employer and the Union agree to prepare and make available online a 15-minute joint training online presentation on workplace behavior for all employees covered by this CBA and their supervisors, managers and Human Resources staff. 3.5 Grievances related to this Article may be processed through Step 3 of the Grievance Procedure.

  • 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.

  • 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.

  • 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. 1) The parties agree that the WorkSafe Australia Guidance Notes on Material Safety Data Sheets shall be observed at all times. 2) Hearing tests: Audiometric tests should be conducted within two months of a person commencing employment, and thereafter at intervals of two years.

  • 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.

  • 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.

  • WORKPLACE FLEXIBILITY The employer must ensure that any Individual Flexibility Agreement (IFA) is genuinely agreed to by the employer and the employee and result in the employee being better off overall at the time the IFA is made than the employee would have been if no IFA had been agreed to. 8.1 Notwithstanding any other provision of the Agreement, the employer and an individual employee may agree to vary the application of certain terms of the Agreement to meet the genuine individual needs of the employer and the individual employee. The terms the employer and the individual employee may agree to vary are the application of those permitted under Section 172 of the FW Act, and relates only to:- 8.1.1 arrangements for when work is performed; 8.1.2 salary sacrifice arrangements; 8.1.3 reduction in ordinary hours; and 8.1.4 are not unlawful terms under Section 194 of the FW Act. 8.2 The employer and the individual employee must have genuinely made the IFA without coercion or duress. An IFA can only be entered into after the individual employee has commenced employment with the employer. 8.3 The IFA between the employer and the individual employee must: 8.3.1 be confined to a variation in the application of one or more of the terms listed in Clause 8.1; and 8.4 The IFA between the employer and the individual employee must also: 8.4.1 be in writing, name the parties to the IFA and be signed by the employer and the individual employee and, if the employee is under eighteen (18) years of age, the employee’s parent or guardian; 8.4.2 state each term of the Agreement that the employer and the individual employee have agreed to vary; 8.4.3 detail how the application of each term has been varied by agreement between the employer and the individual employee;

  • Records Maintenance; Access Contractor shall maintain all financial records relating to this Contract in accordance with generally accepted accounting principles. In addition, Contractor shall maintain any other records, books, documents, papers, plans, records of shipments and payments and writings of Contractor, whether in paper, electronic or other form, that are pertinent to this Contract (“Records”) in such a manner as to clearly document Contractor's performance. Contractor acknowledges and agrees that Agency and the Oregon Secretary of State's Office and the federal government and their duly authorized representatives will have access to such financial records and other Records that are pertinent to this Contract, whether in paper, electronic or other form, to perform examinations and audits and make excerpts and transcripts. Contractor shall retain and keep accessible all such financial records and other Records for a minimum of 6 years, or such longer period as may be required by applicable law, following final payment and termination of this Contract, or until the conclusion of any audit, controversy or litigation arising out of or related to this Contract, whichever date is later.

  • 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.

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