Workplace Rules Sample Clauses

Workplace Rules. The Employer may make, adopt, and provide to the --------------- Employee such rules as the Employer deems necessary to provide for a safe, efficient, productive and effective workplace and work environment. Any such rules, to the extent not violative of any legal right of the Employee, shall be deemed to be as binding upon the employee as if they were included in the body of this Agreement.
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Workplace Rules. CUNA Mutual Group’s workplace rules are intended to protect the health and safety of all Employees, as well as the good will and property of the company. The rules are published to ensure that Employees are aware of personal standards of conduct expected at work. The list, while not all-inclusive, is provided as a guide to Employees. Failure to follow the rules or maintain proper conduct may result in disciplinary action. The following list of work rules pertains to all Employees of the CUNA Mutual Group: 1. Employees must be at their assigned work areas, ready to work (within flexible working hours for first-shift Employees) within Employee’s scheduled hours of work, at the beginning of his/her shift, and after break and lunch periods. 2. Employees unable to report for, or perform, work due to illness or other justifiable cause must report the expected absence to his/her supervisor or designated manager as soon as possible and, in any event, prior to the Employee’s starting time with the exception of emergency or other unique situations. 3. Employees are to wear appropriate clothing suitable to a professional business atmosphere. 4. Employees shall not conduct personal business during working hours. 5. Employees must report any injury or accident to the Human Resources Disability Manager immediately. 6. Employees shall not interfere with others in the performance of their job duties. 7. Employees while at work shall not use profane or abusive language. 8. Employees shall not breach the confidentiality of company records or business. 9. Employees’ unauthorized use of access card to gain entry to CUNA Mutual Group is cause for disciplinary action. 10. Employees’ consumption of food and snacks during working hours will be permitted only so long as good housekeeping can be maintained. 11. Employees are required to wear their Identification Access Card at all times while on the premises of CUNA Mutual Group. 12. Smoking is permitted only in designated areas during break and lunch period. 13. Excessive tardiness is cause for disciplinary action. 14. The Occupational Safety and Health Act imposes strict requirements on a company to maintain and enforce safe working conditions. Any violation of established safety rules will subject Employees to disciplinary action. 15. Parking rules and regulations have been established for the safety and protection of Employees and must be observed at all times. 16. Any sexual harassment, including but not limited to, unwelcome ...
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Workplace Rules. Each Party will cause its and its subcontractors' personnel to comply fully with the working hours, working rules, non- discrimination, and safety and security policies and procedures established by the other Party when they are on the other Party's premises.
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Workplace Rules. 1 In addition to the terms of this Contract, you are bound by such of the Company's employment policies and procedures, notified to you from time to time, to the extent that these impose obligations on you. .
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Workplace Rules. All personnel of another Party while at any Party's facility shall abide by the workplace rules and regulations applicable to such Party's own employees.
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Workplace Rules. Company may, from time to time, make, adopt, and/or modify workplace policies and rules and provide to Employee (directly or through designated electronic locations) copies of such policies and rules, as the Company determines, at its discretion, as necessary to comply with laws and regulations and to provide safe, efficient, productive and effective workplace and work environment, including but not limited to the Company’s Code of Business Conduct and Ethics, as well as its Employee Handbook. Employee hereby agrees to comply with all such policies and rules along with all applicable laws and regulations.
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Workplace Rules. The Service Provider shall comply with the Company’s workplace rules and security procedures in effect from time to time at any Company facility where the Service Provider performs Services hereunder.
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Related to Workplace Rules

  • 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 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.

  • 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: a. Publish a statement notifying employees that unlawful manufacture, distribution, dispensation, possession or use of a controlled substance is prohibited and specifying actions to be taken against employees for violations. b. Establish a Drug-Free Awareness Program to inform employees about: 1) the dangers of drug abuse in the workplace; 2) the person's or organization's policy of maintaining a drug-free workplace; 3) any available counseling, rehabilitation and employee assistance programs; and, 4) penalties that may be imposed upon employees for drug abuse violations. c. Every employee who works on the proposed Agreement will: 1) receive a copy of the company's drug-free workplace policy statement; and, 2) agree to abide by the terms of the company's statement as a condition of employment on the Agreement. Failure to comply with these requirements may result in suspension of payments under the Agreement or termination of the Agreement or both and Contractor may be ineligible for award of any future State agreements if the department determines that any of the following has occurred: the Contractor has made false certification, or violated the certification by failing to carry out the requirements as noted above. (Gov. Code §8350 et seq.)

  • 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.

  • Drug Free Workplace Act The Contractor will assure a drug-free workplace in accordance with 45 CFR Part 76.