Workplace Concerns Sample Clauses

Workplace Concerns. Employees may report workplace concerns to his/her supervisor or the Director/APV of Human Resources. Concerns will be reviewed, considered and addressed as needed. If any employee has reason to believe that they or another employee has been unlawfully harassed or discriminated against, that employee should report the violation to a supervisor, the Director/AVP of Human Resources or Vice President. If the reporting employee feels that the report does not achieve satisfactory results, a second report should be made to another administrator.
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Workplace Concerns. The Parish recognizes that from time to time conflicts or disagreements may happen and as such has developed a process for employees to address workplace concerns. The Employee agrees to address all concerns related to the workplace, including but not limited to, performance, wage, discipline, safety, harassment, discrimination, human rights, termination, conduct or other violations through the Parish’s Conflict Resolution process. Outside Employment The Employee shall devote the focus of (his/her) time, attention, knowledge, and skills solely to the business and interest of the Parish, and the Parish shall be entitled to all of the benefits, profits, inventions, ideas or other issues that arise from or are incidental to all performance of work, services, and professional advice produced by the Employee. Nothing contained within this contract shall be deemed to prevent, discourage or limit the rights of the Employee of investing any of (his/her) funds or capital in any publicly-owned or regularly traded in any public exchange, nor shall anything contained herein be deemed to prevent or discourage the Employee from investing or limiting the Employee's right to invest funds or capital in real estate.
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Workplace Concerns. 26 • A registered nurse who has concerns about staffing shall follow the 27 established staffing complaint process, which includes but is not limited to 28 escalation in the moment, followed by the completion of the Staffing 29 Request Documentation Form (SRDF), which will be reviewed at the 30 Housewide Staffing Committee. ONA is required to send SRDF forms to 31 the Medical Center (Housewide Staffing Committee co-chairs and CNO) 32 within one week of the occurrence.
Sample 1

Related to Workplace Concerns

  • 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 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.

  • 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.

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