Workplace Practices Sample Clauses

Workplace Practices. It is the responsibility of Xxxxx to know, understand and comply with the work and safety laws and regulations in effect and governing Buyer’s use of the Goods provided hereunder. Xxxxx agrees that after installation of the Goods provided hereunder, the Goods and all persons other than Seller personnel operating or maintaining such Goods will be deemed under Xxxxx’s exclusive control. To the extent governing law requires inspections, reviews, records keeping and/or after-purchase modifications to the Goods, it is the responsibility of the Buyer to arrange for and comply with such requirements and any associated costs are the sole responsibility of the Buyer. Subject to the limitation of liability governing this Agreement, Buyer shall indemnify Seller against all third-party claims and liability required to be paid by Seller to the extent arising out of (a) any modifications, including but not limited to repairs, made in the Goods by or on behalf of Buyer by persons or parties other than Seller, and/or (b) the Buyer’s negligent use of the Goods, including but not limited to use in production with any of the Product safety functions disabled, obstructed or circumvented.
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Workplace Practices. It is the responsibility of Buyer to know, understand and comply with the work and safety laws and regulations in effect and governing Buyer’s use of the Goods provided hereunder. Buyer agrees that after installation of the Goods provided hereunder, the Goods and all persons other than Seller personnel operating or maintaining such Goods will be deemed under Buyer’s exclusive control. To the extent governing law requires inspections, reviews, records keeping and/or after-purchase modifications to the Goods, it is the responsibility of the Buyer to arrange for and comply with such requirements and any associated costs are the sole responsibility of the Buyer. Subject to the limitation of liability governing this Agreement, Buyer shall indemnify Seller against all third-party claims and liability required to be paid by Seller to the extent arising
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Workplace Practices. 14.1 Under no circumstances must Employees come to work under the influence of alcohol or drugs, unless the drugs are prescribed by a doctor. No alcohol or non-prescribed drugs are to be brought onto the premises of the Employer. 14.2 Employees must report to work in such a condition that they are able to perform duties properly and safely. 14.3 Deliberate or unreasonable wasting of time will not be tolerated. 14.4 Smoking is not permitted anywhere in the workplace. Employees who breach this policy may be subject to disciplinary action or dismissal. The workplace includes toilets, lifts and vehicles. The Employer can designate certain vehicles for smoking, provided that the public has no access to the vehicles, and provided that all those who use the vehicle give the Employer a written notice asking the Employer to permit smoking in the vehicle and stating that they do not object to other employees and volunteers smoking in the vehicle. Complaints (i) Any person may complain about a contravention of this policy. Complaints should be in writing and specify the cause of the complaint. The Employer must investigate the complaint within 20 working days, and, if it appears a contravention has occurred, shall attempt to resolve the complaint. (ii) If the employer cannot resolve the complaint within 40 days after receiving the complaint, the Employer must refer the complaint in writing to the Director-General of Health. (iii) Where the contravention is on the part of the Employer, the Employer shall settle the cause of the complaint, or give an assurance that satisfies the complainant that there will be no repetition of the cause of the complaint. (iv) Where the contravention is on the part of an employee, the Employer shall seek an assurance from the employee that there will be no repetition of the cause of the complaint. (v) The representative of the employees in the workplace shall be entitled to be present at any meeting called by the employer for the purpose of resolving the complaint and avoiding future cause for complaint. 14.5 It is an offence for any employee to use threatening, abusive or insulting actions or language likely to cause ill-will against any person or group, whether on the grounds of religion, colour, race, or ethnic origins, or age of the person or persons, or any other grounds. 14.6 Sexual harassment will not be tolerated by the Employer and disciplinary action will be taken if allegations of sexual harassment are substantiated. The Emplo...
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Workplace Practices. The parties to this Collective Agreement agree that: • It is their intention to achieve a principal object of the Workplace Relations Act 1996, which is to respect and value diversity of the work force by helping to prevent and eliminate discrimination at their enterprise on the basis of race, colour, sex, sexual preference, age, physical or mental disability, marital status, family responsibilities, pregnancy, religion, political opinion, national extraction or social origin; and • Any dispute concerning these provisions and their operation will be progressed under the dispute resolution procedures in this Collective Agreement.
Sample 1
Workplace Practices. ‌ 36.1 It is an offence for any Employee to use threatening, abusive or insulting actions or language likely to cause ill-will against any person or group, whether on the grounds of gender, religion, colour, race, ethnic origins, or age of the person or persons, or any other grounds.‌ 36.2 Sexual harassment will not be tolerated by the Employer and disciplinary action will be taken if allegations of sexual harassment are substantiated. 38.1 In the event of employment being terminated with the Employer, for any reason, the Employee agrees to promptly surrender and deliver to the Employer all records, materials, equipment, drawings and data of any nature pertaining to any invention or confidential information of the Employer or the Employee’s employment. 38.2 The Employee will not take with the Employee any material of any description containing or pertaining to any confidential information, knowledge or data of the Employer which may be produced or obtained during the course of the Employee’s employment.
Sample 1
Workplace Practices. The following workplace practices will apply.
Sample 1
Workplace Practices. Under no circumstances must Employees come to work under the influence of alcohol or drugs, unless the drugs are prescribed by a doctor. No alcohol or non-prescribed drugs are to be brought onto the premises of the Employer nor in any vehicle owned by the Employer.
Sample 1
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Related to Workplace Practices

  • Data Practices The Parties acknowledge that this Agreement is subject to the requirements of Minnesota’s Government Data Practices Act, Minnesota Statutes, Section 13.01

  • FAIR PRACTICES The Union agrees to maintain its eligibility to represent all employees by continuing to admit persons to membership without discrimination on the basis of race, creed, color, national origin, sex or marital status and to represent equally all employees without regard to membership or participation in, or association with the activities of any employee organization. The Board agrees to continue its policy of not discriminating against any employee on the basis of race, creed, color, national origin, sex, marital status or membership or participation in, or association with the activities of, any employee organization.

  • Work Practices Where the Employer provides overtime, a minimum of one hour shall be provided which shall be worked. When on Employee and the Employer mutually agree, less than an hour overtime may be worked, which shall then be paid pro rata for overtime worked. Overtime shall be offered on a fair and equitable basis with an agreed roster being observed at the Refinery.

  • 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.

  • SAFETY PRACTICES (a) i Employees requiring glasses must wear glasses, preferably with safety lenses instead of contact lenses while on the job site. ii W.C.B. approved safety footwear must be worn at all times while on the job site. iii Employee attire will be in conformance with W.C.B. Regulation and the Employer’s policy.

  • Best Practices The Recipient acknowledges they may or may not have access to the Owner’s Confidential Information and agrees that it shall not directly or indirectly divulge, disclose, or communicate any of the Confidential Information to any third party, except as may be required during any formal business association or dealings on behalf of the Owner for any event, with the prior written approval of the Owner. The Recipient acknowledges that no license of the Confidential Information, by implication or otherwise, is granted to the Recipient by reason of this Agreement. Additionally, the Recipient acknowledges that it may only use the Confidential Information in connection with its business dealings with the Owner and for no other purpose without the prior written consent of the Owner.

  • Employment Practices Contractor agrees to abide by the following employment laws: (i)Title VI and VII of the Civil Rights Act of 1964 (42 U.S.C. 2000e) which prohibits discrimination against any employee or applicant for employment or any applicant or recipient of services, on the basis of race, religion, color, or national origin; (ii) Executive Order No. 11246, as amended, which prohibits discrimination on the basis of sex; (iii) 45 CFR 90 which prohibits discrimination on the basis of age; (iv) Section 504 of the Rehabilitation Act of 1973, or the Americans with Disabilities Act of 1990 which prohibits discrimination on the basis of disabilities; and (v) Utah's Executive Order, dated December 13, 2006, which prohibits unlawful harassment in the work place. Contractor further agrees to abide by any other laws, regulations, or orders that prohibit the discrimination of any kind by any of Contractor’s employees.

  • 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.

  • Personnel Practices Section 1. The parties agree to establish a Labor-Management Committee to consult on personnel practices. The Committee will consist of five (5) representatives selected by the County and five (5) representatives by the SEIU Local 721. The Chief Executive Officer will designate a representative from CEO/Employee Relations and Department of Human Resources who have authority to resolve issues. The Committee will meet quarterly and consult on County-wide personnel practices including, but not limited to, performance evaluations, appraisals of promotability, grievance, arbitration, appeal processes, and resolution and payment of awards. Section 2. Dignity and Professionalism in the Workplace 1. The Union and Management are committed to working together to ensure a healthy and professional work environment free from emotional and psychological abuse and intimidation and to promote dignity for all workforce members. 2. The Union and Management agree to work together to develop a training program open to managers and SEIU Local 721 represented employees through the Workforce Development Program, the Million Dollar Training Fund and/or other sources of funding designated to promote dignity, prevent and reduce intimidation and other forms of emotional and psychological abuse in the workplace and create awareness of its negative impact. 3. Labor and Management are committed to working together to address complaints of intimidation and other forms of emotional and psychological abuse in the workplace in a timely manner. 4. The County Department of Human Resources is committed to working with the Union to develop policy to promote dignity and respect at the workplace and to prevent intimidation and other forms of emotional and psychological abuse in the workplace. Section 3. Communication through County E-mail Recognizing that e-mail is a standard medium of business communication, the County will meet with representatives of the Union to consider the feasibility of communication with bargaining unit members through their County e-mail addresses. This workgroup will complete its work within 60 days of the Board of Supervisors’ approval of the MOU. The workgroup will present recommendations to the Board of Supervisors for any policy changes. Section 4. Education Based Discipline Education-Based Discipline (EBD) is offered when an employee must serve a suspension from duty as a result of some type of policy violation, but rather than serving the suspension days at home with a loss of pay, some or all of those days can be substituted for a relevant training class or classes. Participation in the program is voluntary for the employee. The Personnel Practices Committee defined in Section 1 will meet to discuss expansion of EBD to all departments in the County.

  • Policies and Practices The employment relationship between the Parties shall be governed by this Agreement and the policies and practices established by the Company and the Board of Directors (hereinafter referred to as the “Board”). In the event that the terms of this Agreement differ from or are in conflict with the Company’s policies or practices or the Company’s Employee Handbook, this Agreement shall control.

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