INJURED EMPLOYEE - REPORTING PROCEDURE Sample Clauses

The "Injured Employee - Reporting Procedure" clause outlines the steps that employees must follow when they are injured in the course of their work. Typically, this clause requires employees to promptly notify their supervisor or designated company representative about the injury, provide details about the incident, and may specify forms or documentation that need to be completed. By establishing a clear process for reporting workplace injuries, this clause ensures timely response, proper documentation, and compliance with legal or insurance requirements, ultimately helping to protect both the employee's rights and the employer's interests.
INJURED EMPLOYEE - REPORTING PROCEDURE. Any employee suffering an injury while in the employ of the Company (performing or engaged in any activity which is covered by Workers' Compensation) must report immediately to the First Aid Department (Attendant) or as soon thereafter as possible, and also report to this Department (Attendant) on returning to work.
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INJURED EMPLOYEE - REPORTING PROCEDURE. Any employee suffering an injury while in the employ of the Employer and performing or engaged in any activity which is covered by Workers’ Compensation, must report immediately or as soon as possible after the injury, to their immediate supervisor and the First Aid Department (Attendant). The employee must also report to their immediate supervisor and the First Aid Department (Attendant) upon returning to work.
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INJURED EMPLOYEE - REPORTING PROCEDURE a) The Union will be notified immediately of each accident or injury. The Occupational Health & Safety Committee (Employer and Worker Representative) will investigate and report, as soon as possible, on the nature of the accident or injury. b) Furthermore, the Union can also request the assistance from the District 3
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INJURED EMPLOYEE - REPORTING PROCEDURE. Any employee suffering an injury or illness while in the employ of the Company (performing or engaged in any activity which is covered by Workers' Compensation) must report immediately to his/her supervisor for all absences, not just WCB, or as soon thereafter as possible, and also report to his/her supervisor on returning to work. Where the injury or illness causes absence of two (2) weeks or more, the employee must report by telephone to his/her supervisor three (3) days prior to returning to work. Employee must ensure that the Company has current contact information.
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Related to INJURED EMPLOYEE - REPORTING PROCEDURE

  • EDD Independent Subrecipient Reporting Requirements Effective January 1, 2001, the County of Orange is required to file in accordance with subdivision (a) of Section 6041A of the Internal Revenue Code for services received from a “service provider” to whom the County pays $600 or more or with whom the County enters into a contract for $600 or more within a single calendar year. The purpose of this reporting requirement is to increase child support collection by helping to locate parents who are delinquent in their child support obligations. The term “service provider” is defined in California Unemployment Insurance Code Section 1088.8, Subparagraph B.2 as “an individual who is not an employee of the service recipient for California purposes and who received compensation or executes a contract for services performed for that service recipient within or without the State.” The term is further defined by the California Employment Development Department to refer specifically to independent Subrecipients. An independent Subrecipient is defined as “an individual who is not an employee of the ... government entity for California purposes and who receives compensation or executes a contract for services performed for that ... government entity either in or outside of California.” The reporting requirement does not apply to corporations, general partnerships, limited liability partnerships, and limited liability companies. Additional information on this reporting requirement can be found at the California Employment Development Department web site located at ▇▇▇▇://▇▇▇.▇▇▇.▇▇.▇▇▇/Employer_Services.htm

  • Testing Procedures The following test procedure shall apply to all urine tests administered to bargaining unit employees: a. Urine specimens shall be collected at the approved laboratory as stated below in section (e), or at an accredited medical facility when necessary after an accident. b. The employee shall not be observed when the urine specimen is given. c. All specimen containers, vials or bags used to transport the samples shall be sealed with evidence tape and labeled in the presence of the employee. d. The testing shall be done by another approved laboratory. e. The employer shall choose the testing/collection facility to be utilized for toxicology testing on a yearly basis. f. The following standards shall be used to determine what levels of detected substances shall be considered positive. Note: - These are current levels subject to change by Federally Mandated Regulations. Current Federal Regulations shall be controlling in case of change or conflict: DRUG SCREENING TEST CONFIRMATION Amphetamines 500 ng/ml Amphetamine 250 ng/ml GC-MS Marijuana Metabolites 50 ng/▇▇ ▇▇▇▇▇-THC 15 ng/ml GC-MS Cocaine Metabolites 150 ng/ml Metabolites 100 ng/ml GC-MS Opiates Morphine 2,000 ng/ml 2,000 ng/ml GC-MS PCP 25 ng/ml PCP 25 ng/ml GC-MS MDMA 500 ng/ml 250 ng/ml Alcohol .08 Breath .04 Breath – Employees with CDL .02 - .039 Breath - Employees with CDL will be removed from service for 24 hrs. g. Tests which are below the levels set forth above shall be determined as negative. If test results are negative, all non-required documentation regarding supervisors' observations and testing will be destroyed. h. At the time the urine specimen is collected two samples will be taken. One sample will be sent to the laboratory to be tested at the employer's expense. If the first sample tests positive then upon written request by the employee within twenty-four

  • Hiring Procedures Nothing contained in this Article 4 shall impair any of the rights of the Employer to hire new or additional employees to meet the employment needs of the Employer, in accordance with the terms and provisions of this collective bargaining Agreement or to meet the obligations of the Employer under Article 2, Section H of this Agreement or to take affirmative steps to comply with any requirements under any applicable Federal or State law prohibiting discrimination in employment.

  • CHILD ABUSE REPORTING CONTRACTOR hereby agrees to annually train all staff members, including volunteers, so that they are familiar with and agree to adhere to its own child and dependent adult abuse reporting obligations and procedures as specified in California Penal Code section 11164 et seq. and Education Code 44691. To protect the privacy rights of all parties involved (i.e., reporter, child and alleged abuser), reports will remain confidential as required by law and professional ethical mandates. A written statement acknowledging the legal requirements of such reporting and verification of staff adherence to such reporting shall be submitted to the LEA.

  • Reporting Procedures Enter in the ▇▇▇ Entity Management area the information that ▇▇▇ requires about each proceeding described in paragraph 2 of this award term and condition. You do not need to submit the information a second time under assistance awards that you received if you already provided the information through ▇▇▇ because you were required to do so under Federal procurement contracts that you were awarded.