Workplace mechanisms to improve workplace collaboration Sample Clauses

Workplace mechanisms to improve workplace collaboration. Social Partners agree that sound workplace relationships between workers and management contribute to the productivity and sustainability of companies. Social partners recognise that individual companies have introduced a range of mechanisms to facilitate engagement between workers and management. However, this practice is not sufficiently widespread and practical tools and capabilities to enable this are lacking. Social Partners note the agreements in respect of workplace collaboration and engagement in the Labour Relations Accord and Code of good Practice on collective bargaining and industrial action as part of the agreement reached on labour relations stability for which the ILO has committed capacity resources. Social partners therefore agreed to explore opportunities for resources and processes to support building more inclusive and cooperative workplace engagements between workers and management to solve workplace problems, including at a minimum: collaborative worker-centred and productivity driven workplace relations and production processes. Additional Opportunities that could be explored include: • Providing better resourcing and training for Productivity SA, • The International Labour Organisation (ILO) has committed to make technical expertise, capacity and resources available for such interventions • The European Union (EU) has committed that its members shall provide capacity building expertise and resources that can be accessed by Social Partners. • The Productivity and Training Institute (PTI) of the National Bargaining Council for the Clothing Manufacturing Industry (NBCCMI) offers to make itself available to share its learning and lessons with other bargaining councils, in the event that they wish to replicate such services. The PTI is a worker-centric productivity advisory service operated by the industry regulator and established by Employer and Employee bodies to the bargaining council as a value-added service to the Clothing Manufacturing Sector. Social Partners recognise that the establishment and expansion of such sectoral worker-centric productivity services would require funding.
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Related to Workplace mechanisms to improve workplace collaboration

  • DRUG-FREE WORKPLACE REQUIREMENTS Contractor will comply with the requirements of the Drug-Free Workplace Act of 1990 and will provide a drug-free workplace by taking the following actions:

  • Drug-Free Workplace Policy Consultant shall provide a drug-free workplace by complying with all provisions set forth in City’s Council Policy 100-5, attached hereto as Exhibit “D” and incorporated herein by reference. Consultant’s failure to conform to the requirements set forth in Council Policy 100-5 shall constitute a material breach of this Agreement and shall be cause for immediate termination of this Agreement by City.

  • 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.

  • Prohibition Against Selecting and Installing Products Containing Hazardous Materials The Contractor shall not select, install or otherwise incorporate any products or materials containing Hazardous Materials within the boundaries of the Site. Should the Contractor or any Subcontractors have knowledge that, or believe that, an item, component, material, substance, or accessory within a product or assembly selected by the Contractor or any Subcontractor may contain Hazardous Materials it is the Contractor’s responsibility to secure a written certification from the manufacturer of any suspected material which identifies the specific Hazardous Material(s) contained, together with the Material Safety Data Sheets (MSDS) for such materials which shall be submitted to the Owner and Design Professional.

  • Needs Improvement the Educator’s performance on a standard or overall is below the requirements of a standard or overall, but is not considered to be unsatisfactory at this time. Improvement is necessary and expected.

  • 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.

  • For Product Development Projects and Project Demonstrations  Published documents, including date, title, and periodical name.  Estimated or actual energy and cost savings, and estimated statewide energy savings once market potential has been realized. Identify all assumptions used in the estimates.  Greenhouse gas and criteria emissions reductions.  Other non-energy benefits such as reliability, public safety, lower operational cost, environmental improvement, indoor environmental quality, and societal benefits.  Data on potential job creation, market potential, economic development, and increased state revenue as a result of the project.  A discussion of project product downloads from websites, and publications in technical journals.  A comparison of project expectations and performance. Discuss whether the goals and objectives of the Agreement have been met and what improvements are needed, if any.

  • 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.

  • 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.

  • 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.

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