Managers and Supervisors Clause Samples
The "Managers and Supervisors" clause defines the roles, responsibilities, and authority of individuals designated as managers or supervisors within an organization or under a contract. Typically, this clause outlines the scope of their decision-making power, oversight duties, and reporting obligations, such as supervising staff, approving work, or ensuring compliance with company policies. Its core function is to establish clear lines of authority and accountability, thereby preventing confusion over leadership roles and ensuring effective management within the organization or project.
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Managers and Supervisors. Managers and supervisors are responsible and accountable for: • Undertaking their duties and behaving in a manner that is consistent with the provisions of the Code of Conduct and Client Service Standards • The effective implementation, promotion and support of the Code of Conduct and Client Service Standards in their areas of responsibility • Ensuring Employees under their control understand and follow the provisions outlined in the Code of Conduct and Client Service Standards.
Managers and Supervisors. The evaluator will rate the interaction with managers and other supervisory staff during the course of performance in all Districts served by this company. Scores may range from a high of 5 points to a low of 0 points.
Managers and Supervisors. Managers and supervisors are responsible for directly and continuously supervising compliance with all Linfox safety policies and procedures for all employees, contractors and visitors under their direct control. Occupational Health and Safety Representatives
Managers and Supervisors. Assist employees with chemical dependency problems who are seeking help and support recovery efforts. • Attend training programs on detecting substance abuse and the administration of the City of Vancouver Substance Abuse Policy. • Adhere strictly, at all management levels, to the policies and procedures established for drug and alcohol testing. • Require an employee to submit to drug testing when there is reasonable suspicion to believe the employee has used alcohol and/or a controlled substance in a way which violates the law and/or this policy. • Work with HRRS and Law Departments to understand the employee's rights and the assistance resources available if they are identified as being chemically dependent. • Take every reasonable measure to safeguard the privacy of an employee in connection with this policy. Maintain the confidentiality of an employee who voluntarily requests assistance in dealing with chemical dependency.
Managers and Supervisors. Your managers and supervisors are also insureds, but only with respect to their duties as your managers and supervisors. Managers and supervisors who are your “employees” are also insureds for “bodily injury” to a co- “employee” while in the course of his or her employment by you or performing duties related to the conduct of your business.
Managers and Supervisors. The Employer recognizes its responsibility for its acts and those of its managers and supervisors with respect to sexual harassment to the extent of and in accordance with applicable law.
Managers and Supervisors. Managers and Supervisors will act in a managerial or supervisory capacity, but may perform such work as is necessary to instruct other employees, to handle cases of extreme emergency or to handle other special circumstances.
Managers and Supervisors in consultation with each other and with staff, will prepare a monthly roster for all staff that ensures business services are not interrupted.
Managers and Supervisors. In addition to the responsibilities listed above, managers and supervisors are responsible for the following: • Implementing this Policy by taking all complaints seriously and modeling behavior that is consistent with this Policy. Direct all complaints to the Human Resources Administrator. • Take positive steps to eliminate any form of harassment, discrimination or retaliation observed or brought to his/her attention. • No department director, manager, supervisor or other employee may retaliate through any action of intimidation, restraint, coercion or discrimination. • Monitoring the work environment and taking appropriate action to stop potential Policy violations. • When appropriate, follow up with those who have complained to ensure the behavior complained of has ceased.