Safe and Respectful Workplace 69.1 The Parties recognise that everyone is entitled to work in an environment that is free of discrimination, harassment and bullying. It is the Employer’s responsibility to ensure it complies with relevant legislative requirements including the Equal Opportunity Act 2010 (Vic).
69.2 Accordingly, the Parties agree to the Sexual Harassment principles and the Respect Code in Appendix J.
69.3 In accordance with those principles the following points will be covered in the Employer’s on site induction:
(a) It is everyone’s responsibility to respect women’s right to work without having to experience unacceptable behaviour.
(b) Disrespectful actions and behaviours which express power inequalities between women and men and cause physical, sexual, psychological or economic harm to women are unacceptable on site.
(c) Unacceptable behaviours that women face in the workplace include:
(i) stalking and intimidation;
(ii) threats and verbal abuse;
(iii) ostracism;
(iv) rude gestures and put downs;
(v) offensive language and imagery;
(vi) sexual innuendo / insinuations;
(vii) sexual suggestions and/or unwanted advances; and
(viii) sexual assault.
(d) These behaviours at work present serious OHS risks which may cause significant physical and psychological injury.
(e) This respect must also be extended to other visitors to the site and members of the public.
Job Openings The District shall be considered to be engaged in the procedure to fill the position on the posting date of the position(s). Posting shall occur within fifteen (15) working days after Executive Vice Chancellor of Human Resources approval. If the District is unable to post the position within fifteen (15) days or fill the position within the ninety (90) day period, the District will meet and confer with CSEA. Substitute employees may not work more than ninety (90) calendar days in a substitute assignment while the District is engaged in a procedure to fill the vacant permanent position. Should a position be vacated through retirement, resignation or any other reason the District agrees that the position will not be filled by any person(s) for more than one hundred and twenty (120) calendar days excluding temporary upgrades of bargaining unit members.
17.5.1 Unit employees shall be given consideration for reassignment to a higher classification when their training and ability demonstrate that they are qualified for such reassignment. The District will prepare vacancy lists as new openings are announced. Each vacancy shall be assigned a reference number. This reference number shall be used on the Board docket as a method of identifying the position being filled. Vacancy lists will be distributed via e-mail to unit employees, CSEA, posted on designated bulletin boards and the district website. Individual job announcements will be prepared separately and made available to interested employees upon request.
17.5.1.1 Where a pool of qualified applicants for a position existed from a recruitment conducted within the six (6) months preceding the new opening, that pool may be used for the new opening in the same classification. This does not preclude existing unit employees from applying for openings per Article 17.2.2. All new openings shall be internally advertised.
17.5.2 A permanent unit employee who acquires probationary status as the result of job openings or recruitment shall retain permanent status in his former classification until completion of the probationary period in the new classification. In the event that the probationary period in the new classification is not successful, the employee shall revert to his former classification with all the previous rights and privileges.
17.5.3 Unit employee applicants shall be furnished notification of time and date of scheduled interviews a minimum of five (5) days prior to such interviews.
17.5.4 Job openings - Unit employees hired into permanent positions must meet minimum qualifications.
17.5.5 Short-term or substitute employees must meet the minimum qualifications for the classification under which they are employed.
Crane Erection & Jumping (a) Cranes and man/material hoists may be erected, altered, climbed and dismantled during times when ordinary production works are in progress subject to the work being done in full compliance with a relevant operational safety zone (OSZ) plan which has been developed specifically for that operation with consideration to overall site safety.
(b) The crane crew for each tower crane (Crane Crew) must consist of the following:
(i) crane driver; and
(ii) three (3) dogmen.
(c) In addition to the appropriate tickets held by the crane driver and the dogmen, the following high risk licences must be held amongst the Crane Crew:
(i) rigging; and
(ii) material handling.
(d) Where a Project consists of a single Crane Crew, the Employer should endeavour to ensure another member of the Crane Crew holds a crane driver licence.
Vlastnictví Zdravotnické zařízení si ponechá a bude uchovávat Zdravotní záznamy. Zdravotnické zařízení a Zkoušející převedou na Zadavatele veškerá svá práva, nároky a tituly, včetně práv duševního vlastnictví k Důvěrným informacím (ve smyslu níže uvedeném) a k jakýmkoli jiným Studijním datům a údajům.
Virus Management DST shall maintain a malware protection program designed to deter malware infections, detect the presence of malware within DST environment.