Workplace plans Sample Clauses

Workplace plans. The federations recommend that the various plans prepared in workplaces be combined into a practical entity. The work community development plan pursuant to the new Act on Co-op- eration within Undertakings may include the occupational safety and health action programme, the equality plan and the non-discrimination plan. The joining of the plans into an efficient entity helps to get an overall view, reduces the administrative load, facilitates the updating of the plans and helps to focus the discussion on the different themes to respond to the everyday needs in the workplace.
Sample 1Sample 2Sample 3
AutoNDA by SimpleDocs
Workplace plans. The federations recommend that the various plans prepared in workplaces be combined into a practical entity. The work community development plan pursuant to the new Act on Co-op- eration within Undertakings may include the occupational safety and health action programme, the equality plan and the non-discrimination plan. The joining of the plans into an efficient entity helps to get an overall view, reduces the administrative load, facilitates the updating of the plans and helps to focus the discussion on the different themes to respond to the everyday needs in the workplace. The federations find it important to promote equality between genders and non-discrimination in workplaces. According to section 6 of the Equality Act, in companies with at least 30 employees, the em- ployer prepares an equality plan in co-operation with staff representatives and implements an associated pay survey. The plan is updated annually unless otherwise locally agreed. The pay survey related to the equality plan can be locally agreed to be conducted every three years, if an equality plan is prepared each year. According to section 7 of the Non-Discrimination Act, an employer with a minimum of 30 em- ployees on a regular basis must prepare a plan concerning measures to promote equality (an equality plan). The plans for promoting equality and non-discrimination as well as their implementation in- crease the appeal of the organisation as an employer, the well-being of the staff, the develop- ment of their duties and working conditions and the improvement of their work performance. If necessary, the parties will organise guidance and training. According to the Act on Co-operation within Undertakings (334/2007), companies falling within the scope of the Act must prepare annual personnel and training plans in co-operation negoti- ations. When the new Act on Co-operation within Undertakings enters into force, the personnel and training plan will become the work community development plan. Section 9 of the new Act on Co-operation within Undertakings includes provisions on the work community development plan.
Sample 1
Workplace plans. The unions recommend that the various plans to be drawn up in the workplace be combined into a practical whole. In accordance with the new Act on Co-operation within Undertakings, the work community development plan can include the occupational health and safety action plan, the equality plan and the non-discrimination plan. Combining the plans into a functional whole makes it easier to understand the overall picture, reduces the administrative burden, helps maintain the plans and refine the development targets.
Sample 1

Related to Workplace plans

  • 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 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;

Draft better contracts in just 5 minutes Get the weekly Law Insider newsletter packed with expert videos, webinars, ebooks, and more!