WORKPLACE ISSUES Clause Samples

WORKPLACE ISSUES. The City and the Association mutually agree to hold periodic meetings, at the request of either party, to discuss items of importance to either party. The City and the Association agree that during the term of this Agreement, it will take those steps necessary to support the establishment and maintenance of active hiring lists for building inspector classes through the Department of Human Resources process.
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WORKPLACE ISSUES. The Parties and Persons Bound by this Agreement commit to resolve any employment related complaints and problems (except issues concerning the termination of employment) using the Issue Resolution Procedure contained at Appendix 2 of this Agreement.
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WORKPLACE ISSUES. The resolution of any employment related issue (except issues concerning the termination of employment) shall be in accordance with the Issue Resolution procedure. The purpose of this procedure is to allow all parties access to a system to discuss and resolve grievances and disputes. Whilst this procedure is being followed work must continue normally (without stoppage, ban or limitation), until settlement is reached. Neither party to the issue shall be prejudiced as to the settlement of the issue by the continuance of work. The agreed procedure is detailed below. Stage 1 If an Employee wishes to raise an issue they will initially confer with their immediate supervisor who will take reasonable steps to resolve it. Stage 2 If the matter is not satisfactorily resolved (or it is inappropriate for the Employee to raise it with the supervisor), the Employee is entitled to raise the issue with their Superintendent who will take all reasonable steps to resolve it. Stage 3 If the Employee is not satisfied with the manner in which the concerns were addressed in the previous stages, they may seek a review from the Company nominated representative. The matter and all relevant circumstances relating to it will be reviewed, including all steps that have been taken to resolve it. Where practicable, a written reply will be given to the Employee. Stage 4 If the issue is still not resolved, the matter may be referred to the Australian Industrial Relations Commission (AIRC) for conciliation, and by agreement, for resolution. Any settlement of a dispute pursuant to this provision shall not vary the terms and conditions contained in this Schedule A and the Agreement. It is a condition of employment that no industrial action be taken by either party during the life of the Agreement. Industrial action of any nature will be contrary to this agreed issue resolution process and a breach of the Agreement. 1 Classifications - Electrical Trades
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WORKPLACE ISSUES. Employees may use their own devices or those provided by their employers to conduct business
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WORKPLACE ISSUES. This Letter of Agreement is entered into between Eastern Oregon University (EOU), Oregon Institute of Technology (OIT), Oregon State University (OSU), Portland State University (PSU), Southern Oregon University (SOU), University of Oregon (UO), and Western Oregon University (WOU) (“Universities”) and SEIU Local 503, OPEU (“Union”). Due to the budget and workplace impacts resulting from the COVID-19 pandemic, it is necessary for the Universities and the Union to work collaboratively in order to keep our campus community safe while also protecting jobs and ensuring a smooth resumption of activities on campuses for the fall term and beyond. The terms contained in this LOA are effective during the period of September 1, 2020 to January 31, 2022, or on a date the Governor of the State of Oregon rescinds the State of Emergency declared through Executive Order 20-03, whichever is earlier. The Universities fully intend to continue operations and apply the 2019-2021 OPU/SEIU Collective Bargaining Agreement (“CBA”), and any extensions thereto, which remains in full force and effect, along with the following:
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Related to WORKPLACE ISSUES

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