Workplace Accidents Sample Clauses

Workplace Accidents. In the event of a workplace accident involving a Designated Personnel, the Participating Agency agrees to notify the Staffing Firm as soon as possible and the Participating Agency agrees to cooperate with the Staffing Firm in respect to any investigation of any workplace accident involving the Designated Personnel. The Staffing Firm similarly agrees to notify the Participating Agency as soon as possible and cooperate with the Participating Agency in respect to any investigation it may conduct of any workplace accident involving the Designated Personnel.
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Workplace Accidents. 27.1 The employee shall: (a) Advise their manager of all workplace accidents. (b) Provide Avsec with a copy of any medical certificates associated with the injuries arising from the workplace accidents. 27.2 Where the medical costs incurred by an employee as a result of a work related accident or injury exceeds the amount of ACC payment in respect of that accident or injury, Avsec may reimburse the employee for the reasonable additional costs.
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Workplace Accidents. Any absence resulting from a workplace accident will be subject to all regulations under WSIB.
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Workplace Accidents. An employee involved in a compensable accident while on the job shall be paid for his full shift at his classified rate for the day of the accident.
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Workplace Accidents. Whenever an employee is involved in a job-related injury, the employee injured, and/or employee(s) who contributed to or were impacted by the accident or incident, will be tested for drugs and alcohol where CJB has a reasonable belief that the employee(s)’ conduct could have contributed to the accident or incident or as may be required by law. Depending on the circumstances and the employee’s work history/record, CJB may offer an employee who violates this policy or tests positive for Illegal Drugs or alcohol, the opportunity to return to work on a “Last Chance” basis pursuant to mutually agreeable terms. These terms could include follow-up drug testing at times and frequencies determined by CJB. If the employee does not complete a rehabilitation program or tests positive after completing a rehabilitation program, the employee may be subject to immediate termination from employment. In the event of a positive result for cannabinoids (THC), applicants and employees who do not provide a valid Arizona registration card for the use of medical marijuana can retest after 90-days to attempt to receive a negative result and restart the placement process. When an employee is transferring into a Safety-Sensitive Position, the Company may require the employee to be tested for drugs and/or alcohol. Employees also may be drug or alcohol tested in the following situations. • When testing is required by law or by agreement with a third-party. • When necessary to the maintenance of safety for employees, customers, clients or the public at large. • When necessary to the maintenance of productivity, quality of products or services or security of property or information In its sole discretion, CJB may enter a “Last Chance Agreement” with an employee who has tested positive for alcohol or drugs. As a condition of the “Last Chance Agreement” the employee will agree to periodic random drug and/or alcohol screening over a 12-month period, as often and frequent as CJB deems appropriate. Should the employee test positive during this period, the employee will be terminated. Employees and applicants have the right to refuse a drug test. If an employee refuses to submit to a drug or alcohol test, does not cooperate in the testing procedure, tampers with the test to affect the results, is unable to provide a measurable sample without a verifiable medical reason, or is intentionally uncooperative in complying with this policy, the employee will be immediately suspended from work withou...
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Workplace Accidents. 20.5.1.1. The Supplier and/or its subcontractors shall acquire insurance against occupational hazards, pursuant to Law n. 24.557 as amended, with an Occupational Hazard Insurer, covering all of its employees, regardless of the hiring modality, complying with all technical, legal and administrative requirements set out in such law and in its regulatory standards. 20.5.1.2. In the affiliation contract with the A.R.T. the following clause shall be included: “Non-recovery clause: ART or the self-insured employer expressly waive their right to initiate any recovery or recourse action against [ENEL] and/or its officers and/or employees and/or workers and/or any other subject which may be included in the future as a result of any change to the Contract, either pursuant to sect. 39.5 of Law n. 24.557 or to any other legal regulations, in relation to the benefits in kind or cash which shall be granted or paid to the employees or the former employees of the Supplier and/or subcontractors, covered by this policy against workplace accidents or occupational disease, suffered or incurred at or during work or during the route from the worker’s house to the workplace. [ART] shall reliably inform [ENEL] of any non-compliance with the policy by the insured and in particular in case of non-payment of the insurance by the due date, within ten (10) days from the assessment of such violation. 20.5.1.3. In any case, the Supplier and/or the subcontractors shall prove the record of enrollment with an ART and the relevant payment receipt, of all the personnel assigned to execute the works, services and/or Goods and shall report any hiring or dismissal of such personnel. 20.5.1.4. The Supplier shall indemnify ENEL against any judicial claim initiated by its personnel or by the personnel of its subcontractors and by its consultants or any other person involved in the works, services and/or Goods, if Law n. 24.557 is declared unconstitutional and the application of the provisions of the Argentine Civil Code is determined, on the basis of the precedent of the Supreme Court of Justice of the Nation ““Xxxxxx, Xxxxxx c/ Cargo Servicios Industriales S.A.” or of any other judicial ruling, or the application of other future legal provisions in relation thereto.
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Workplace Accidents. (a) An Employee involved in an accident while on the job shall receive eight (8) hours pay at the Employee’s classified rate for the day of the accident. (b) If an Employee is required to take time off work to consult a doctor, with regard to any compensable injury incurred at work, the Employee shall be paid for such time off, provided a doctor’s letter or note is supplied and the Employee returns to complete the days work, if practical.
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Workplace Accidents. Electronically Signed using eSignOnline™ [ Session ID : c8826d85-612e-4fc6-919d-4138e42692bb ] 19.01 The employees undertake to report any work accident immediately, or as soon as possible, to their immediate supervisor or other Employer representative at the workplace. The Employer undertakes to declare the work-related accident and to fill out all necessary forms as required to process the claim. Any employee who is absent from work by reason of a work- related accident must provide the Employer with a medical certificate the same day as his their examination if possible, and not later than the day following the said examination. 19.02 When an employee is injured at work, the Employer undertakes to give first aid and will provide transportation, at the expense of the Employer, to the closest hospital or medical clinic, if the gravity of the injury so requires. 19.03 An employee after starting work who meets with a work-related accident which incapacitates him them from performing his their duties shall be paid his their regularly scheduled hours for that day, provided he they is are not in receipt of compensation from the Workplace Safety and Insurance Board for that day.
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Workplace Accidents 
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Related to Workplace Accidents

  • 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.

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

  • 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 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.

  • 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 Safety Insurance 20.1 Each member covered by this Agreement who is absent on account of injuries received while on duty and who is receiving a pension, salary or wage award from the Workplace Safety and Insurance Board shall be entitled to be paid the difference between the pension wage and salary award from the Workplace Safety and Insurance Board and his or her current net salary as long as such member remains in the employ of the Niagara Police Board. This shall be applied such that the combination of any WSIB salary or wage award plus the employer top-up shall, in total, equal the net pay of the member's current salary. The non- economic loss portion of any WSIB pension payments shall not be considered as being a salary or wage award, and hence shall not form part of these calculations. Any member who does not comply with the provisions of the Workplace Safety & Insurance Act or Regulations thereto and subsequently receives a salary or wage award or an amount less than the prevailing maximum payable, due to such non-compliance, shall not receive from the Niagara Police Board the difference between the wage or salary award paid by the Workplace Safety & Insurance Board and his or her current net salary. For the purpose of this Clause, net pay shall be the pay for the rank of the member as shown in Appendix "A" less those deductions required under Government Statutes, pension plans and as provided for in this Agreement. 20.2 Subject to the terms of this Article, each member covered by this Agreement who is injured as a result of carrying out his/her duties shall not be deprived of his/her vacations or statutory holidays as a result thereof, and shall accumulate such vacation credits and statutory holidays as he/she might otherwise receive. 20.2.1 Each member shall be entitled to accumulate the float time that he/she might otherwise receive for a period of three (3) months following the injury. 20.2.2 In respect of members who have been off work and receiving WSIB benefits for less than two

  • WORKPLACE SAFETY AND INSURANCE 41.1 Where an employee is absent by reason of an injury or an occupational disease for which a claim is made under the Workplace Safety and Insurance Act, his or her salary shall continue to be paid for a period not exceeding thirty (30) days. If an award is not made, any payments made under the foregoing provisions in excess of that to which he or she is entitled under Articles 44.1 and 44.6 (Short Term Sickness Plan) shall be an amount owing by the employee to the Employer. 41.2 Where an employee is absent by reason of an injury or an occupational disease for which an award is made under the Workplace Safety and Insurance Act, his or her salary shall continue to be paid for a period not exceeding three (3) consecutive months or a total of sixty-five (65) working days where such absences are intermittent, following the date of the first absence because of the injury or occupational disease, and any absence in respect of the injury or occupational disease shall not be charged against his or her credits. 41.3 Where an award is made under the Workplace Safety and Insurance Act to an employee that is less than the regular salary of the employee and the award applies for longer than the period set out in Article 41.2 and the employee has accumulated credits, his or her regular salary may be paid and the difference between the regular salary paid after the period set out in Article 41.2 and the compensation awarded shall be converted to its equivalent time and deducted from his or her accumulated credits. 41.4 Where an employee receives an award under the Workplace Safety and Insurance Act, and the award applies for longer than the period set out in Article 41.2 (i.e. three (3) months), the Employer will continue subsidies for Basic Life, Long Term Income Protection, Supplementary Health and Hospital and the Dental Plans for the period during which the employee is receiving the award. The Employer shall continue to make the Employer’s pension contributions unless the employee gives the Employer a written notice that the employee does not intend to pay the employee’s pension contributions. 41.5 Where an employee is absent by reason of an injury or an occupational disease for which an award is made under the Workplace Safety and Insurance Act, the employee shall not be entitled to a leave of absence with pay under Article 44 (Short Term Sickness Plan) as an option following the expiry of the application of Article 41.2.

  • Workplace Safety and Insurance Act It is understood that payment of income protection is for the sole and only purpose of protecting employees against the loss of income during time of such illness. Seniority and service will accrue and the Employer shall continue to pay its share of the premium for the benefit plans during the period of the income protection noted in this provision.

  • WORKPLACE HEALTH AND SAFETY The parties to this Agreement are committed to providing a safe and healthy workplace and work practices. The parties recognise that illness or injury at the workplace is costly to the employer and the employees and also disruptive to the respective parties. To facilitate healthy and safe work practices, the parties to the Agreement are committed to discussing health and safety issues as they apply to the operations of the employer as part of the consultative measures under this Agreement. The employer and employees under this agreement may refer to their respective industrial representatives for appropriate advice or expertise in enhancing performance with due regard to health and safety initiatives. The parties also recognise the importance of conducting regular audits of the employer's operations, policies and procedures including the employees' skills, knowledge, qualifications and application of healthy and safe work practices.

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