Workplace Violence Policy. Nexans shall maintain and post a workplace violence policy that shall comply with the applicable legislation and/or regulations.
Workplace Violence Policy. Recognizing that violence in the workplace represents an imminent danger to employees and members of the public, the Union and the City agree to appoint a joint committee comprised of an equal number of representatives for the Union and the City to explore the causes of workplace violence, and to identify agreed-upon strategies and protocols to address this issue. The Committee shall be appointed within thirty (30) days of the date of this Agreement and shall complete its review and issue a Workplace Violence Policy within six (6) months.
Workplace Violence Policy. The Union agrees to implement and incorporate by reference the Xxxxxxx Workplace Violence Policy, Policy # 426, dated March 19, 2003. 29.8. Recall.
29.8.1. In the event of a layoff within the Union, the Town will maintain a recall list for up to one (1) year from the effective date of the layoff. In the event the position is re- instated, members of the bargaining unit laid off shall be recalled into the same position.
29.8.2. Employees who are serving during a probationary period when a layoff occurs will not be eligible for the recall list.
29.8.3. In the event of a recall, leaves and other benefits will be adjusted for employees recalled based on the period of the layoff.
Workplace Violence Policy. Algoma Community Legal Clinic
Workplace Violence Policy. The Union and Employer agree that work place violence shall be administered as per section 7 subsection 7.9 of the CMHA’s Personnel Policies, dated March 26, 2007.
Workplace Violence Policy. The Homestead Group is committed to providing a safe work environment for all employees. To ensure a safe workplace and reduce the risk of violence, employees should review and understand all provisions of this policy. The agency will not tolerate any type of workplace violence committed by or against employees. Employees are prohibited from making threats or engaging in violent activities. The following list of behaviors provide examples of unacceptable personal conduct that may lead to disciplinary action, up to and including termination, and is neither exhaustive nor all- inclusive: Causing physical injury to another person; Making threatening remarks; Aggressive or hostile behavior that creates a reasonable fear of injury to another person or subjects another individual to emotional distress; Intentionally damaging Agency property or property of another employee; Possession of a weapon while on Agency property or while on Agency business; Committing acts motivated by, or related to, sexual harassment or domestic violence.
Workplace Violence Policy. It is the policy of the Department of Parks and Recreation that threats or acts of violence in the workplace will not be tolerated. (For purposes of this policy, a “threat of violence” is any expression of intent to cause pain or harm to persons or property, manifested either verbally or by conduct.) Coworkers, supervisors, subordinates, volunteers, visitors, vendors, members of the public, and others are to be treated with courtesy and respect at all times. Physical or verbal threats of violence are inherently disruptive to the workplace, whether intended to be serious or not, and will not be tolerated. The Department takes all threats of violence seriously, and will immediately investigate any reported threats. Violations of this policy will result in prompt disciplinary action, including dismissal or such lesser levels of discipline as the Department deems appropriate. The following standards of behavior are required of all employees: Employees are to refrain from fighting, dangerous or unsafe rough-housing, wrestling or other physical contact, or any other conduct that may pose an unreasonable danger of injury to themselves or others. (Activities taking place in the context of authorized peace officer training or law enforcement are not included for purposes of this policy.) Employees are to refrain from engaging in any conduct or making any statement that might reasonably cause another person to feel threatened, intimidated, or coerced, whether or not the actual intent is to threaten, intimidate, or coerce. (Activities taking place in the context of peace officer training or law enforcement are not included for purposes of this policy.) Employees (with the exception of peace officers and others with specific authorization) are prohibited by State law (Penal Code Section 171b) from possessing within a State building any firearm (loaded or unloaded); deadly weapon of any kind; knife with a blade in excess of four inches; unauthorized tear gas weapon; taser or stun gun; any instrument that expels a metallic projectile, such as a BB or pellet, through the force of air pressure, CO2 pressure, or spring action; or any spot marker or paint gun. Employees are further prohibited by this Department policy from bringing firearms, weapons, or other dangerous or hazardous devices or substances onto the work premises without proper authorization. (Employee residences, including garages and outbuildings associated with a residence, are not considered “work pre...
Workplace Violence Policy. Per the Department of Parks and Recreation, I have read the attached policy and will adhere to its content as listed in the Department of Parks and Recreation Administrative Manual Section 0250.11.
Workplace Violence Policy. The PCCA is committed to preventing workplace violence and to maintaining a safe work environment. Intimidation, harassment or other threats of (or actual) violence is prohibited on PCCA premises. The Contractor or his subcontractors and suppliers, are expected to comply with this policy. Failure to do so may result in a request to have an individual or individual(s) removed from the project or termination of the contract. The Contractor and any subcontractors will have in place a policy that will, at a minimum, adhere to the following:
A. Prohibited Conduct: Employees, including temporary employees, of the Contractor and his subcontractors and suppliers, will be treated with courtesy and respect at all times. Conduct that threatens, intimidates or coerces another employee, a customer, an employee of PCCA, or a member of the public at any time, including off-duty periods, will not be tolerated. This prohibition includes all acts of harassment, including harassment that is based on an individual’s sex, race, age, national origin, disability, religion, veteran status, or any characteristic protected by federal, state, or local law.
Workplace Violence Policy. The parties agree;
