Personnel Practices Sample Clauses
The Personnel Practices clause sets out the standards and requirements for how employees and staff involved in a contract or project must be managed and treated. It typically covers areas such as hiring qualifications, background checks, compliance with labor laws, and adherence to workplace policies like non-discrimination and safety. By establishing clear expectations for personnel management, this clause helps ensure that all parties maintain professional and lawful employment practices, reducing the risk of disputes or legal violations related to workforce conduct.
Personnel Practices. Section 1. The parties agree to establish a Labor-Management Committee to consult on personnel practices. The Committee will consist of five (5) representatives selected by the County and five (5) representatives by the SEIU Local 721. The Chief Executive Officer will designate a representative from CEO/Employee Relations and Department of Human Resources who have authority to resolve issues. The Committee will meet quarterly and consult on County-wide personnel practices including, but not limited to, performance evaluations, appraisals of promotability, grievance, arbitration, appeal processes, and resolution and payment of awards.
Section 2. Dignity and Professionalism in the Workplace
1. The Union and Management are committed to working together to ensure a healthy and professional work environment free from emotional and psychological abuse and intimidation and to promote dignity for all workforce members.
2. The Union and Management agree to work together to develop a training program open to managers and SEIU Local 721 represented employees through the Workforce Development Program, the Million Dollar Training Fund and/or other sources of funding designated to promote dignity, prevent and reduce intimidation and other forms of emotional and psychological abuse in the workplace and create awareness of its negative impact.
3. Labor and Management are committed to working together to address complaints of intimidation and other forms of emotional and psychological abuse in the workplace in a timely manner.
4. The County Department of Human Resources is committed to working with the Union to develop policy to promote dignity and respect at the workplace and to prevent intimidation and other forms of emotional and psychological abuse in the workplace.
Section 3. Communication through County E-mail Recognizing that e-mail is a standard medium of business communication, the County will meet with representatives of the Union to consider the feasibility of communication with bargaining unit members through their County e-mail addresses. This workgroup will complete its work within 60 days of the Board of Supervisors’ approval of the MOU. The workgroup will present recommendations to the Board of Supervisors for any policy changes.
Section 4. Education Based Discipline Education-Based Discipline (EBD) is offered when an employee must serve a suspension from duty as a result of some type of policy violation, but rather than serving the suspension days at home ...
Personnel Practices. (a) Hospice personnel practices shall be supported by appropriate written personnel policies.
(b) Personnel records shall include evidence of qualifications, licensure, performance evaluations and continuing training, and shall be kept up−to−date.
Personnel Practices. A. 1. When an employee is to be adversely affected by an individual change of title or rate of compensation, he shall be notified of such change no later than one (1) week in advance of its implementation, provided, however, that the circumstances necessitating such change shall be foreseeable by the appointing agency prior to such one (1) week period.
Personnel Practices. 35 ARTICLE 11. REDUCTION IN FORCE 41
Personnel Practices. The School District shall provide copies of this Agreement to all employees in the bargaining unit.
Personnel Practices. E.1 : NON-SEXIST ENVIRONMENT
1. A non-sexist environment is defined as that in which there is no discrimination against females or males by portraying them in gender stereotyped roles or by omitting their contributions.
2. The employer does not condone and will not tolerate any written or verbal expression of sexism. In September of each school year the employer and the local shall jointly notify administrative officers and staff, in writing, of their commitment to a non-sexist environment.
3. The employer and the local shall promote a non-sexist environment through the development, integration, and implementation of non-sexist educational programs, activities, and learning resources for both staff and students.
Personnel Practices. A. The practices of the County will address the specific terms of this Agreement, the Administrative Code, Federal Law and Regulation and Title II of the New Jersey State Statute, as amended.
B. Each new employee will be given an employee handbook and afforded the opportunity of an orientation to assist him/her in the performance of his/her duties. Departmental policies issued during the term of this Agreement will be posted on the bulletin boards, and individually provided to employees. It is the responsibility of each employee to know the operational policies of the organization - and failure to know and understand these policies will not be considered valid reason for actions and/or omissions in violation of same.
C. The County will promote the concept of upward mobility and in-house promotion, to the extent feasible under Civil Service rules and regulations, by normally posting available job opportunities on bulletin boards. The Employer agrees to post upon the Union bulletin boards all bargaining unit and promotional job vacancies and to mail a copy of such posting to each of the Local Presidents, and to provide a copy to all Shop Stewards. Such postings shall be in a conspicuous manner and shall be permitted to remain on the Union bulletin boards for a period of no less than five (5) days or until such vacancy is filled. Also, notification of such title changes will be given to the Presidents of the respective Locals. Qualified in-house applicants will be afforded the opportunity of an interview, upon their request, and be given preference to available slots. However, the final selection will rest with the hiring/appointing authority in each of these instances, and justification of selection will in no instance be required, except at the written request of the Personnel Director of the County.
1. An employee receiving a one (1) range promotion will move to the bottom of the new range, or six (6%) percent increase, whichever is greater. If the promotion is two (2) ranges, the percent will be seven (7%) percent; if the promotion is three (3) ranges, the percent will be eight (8%) percent. If the old and new title are on the same range on the negotiated pay system, then the employee will receive a six (6%) percent pay increase upon promotion. Similarly, any employee who is demoted will have a salary reduction based upon those percentages.
2. All employees promoted shall receive evaluations at intervals of 30, 60, and 90 days following the effective date...
Personnel Practices. 1. Level III Attendance Suspensions and all Level I & II Disciplines on an employee’s record shall be cleared after one (1) year free of any infractions. Level III Disciplines (performance related) on an employee’s record shall be cleared after two (2) years free of any disciplines. Nothing in this Section shall require the Employer to remove any document from an employee's file.
2. Any Employee whose job performance or conduct becomes subject to evaluation shall have the right to participate in review of such evaluation. Evaluation of an Employee shall be performed by his/her immediate supervisor and signed by the Employee. Such signature shall signify only that the evaluation has been reviewed with the Employee and shall not indicate concurrence in the content of the evaluation. Any Employee who is aggrieved by the content of such evaluation shall have the right to pursue the validity of the evaluation through the first three steps only of the grievance procedure provided herein.
3. Any Employee and/or the UNION, with the Employee’s written consent, shall have the right to review the contents of the Employee’s personnel file to determine any matter affecting such Employee. Notice to review such files shall be given by the Employee or the UNION in writing and the files shall be making available by CROZER within two (2) working days after the receipt of such notice. The UNION agrees not to utilize this right in an abusive or excessive manner.
4. No material derogatory to an Employee’s conduct, work performance, character or personality shall be placed in his/her personnel file unless the Employee has had an opportunity to review the material. The Employee shall acknowledge that he/she has had such an opportunity by affixing his/her signature to the copy of the material to be filed. However, such signature by the Employee shall not indicate his/her concurrence in the contents of such material. The Employee shall also have the right to submit a written answer to any material he/she finds objectionable and his/her answer shall be placed in his/her personnel file. Copies of such material shall be furnished to an Employee upon his/her written request for same for use in the grievance procedure provided herein.
Personnel Practices. A. The Hospital agrees to provide adequate and regularly maintained sanitary facilities for staff use. Each staff member will maintain acceptable standards of personal hygiene and cleanliness in accordance with the requirements of his job.
B. The staff member shall be responsible for paying for the replacement of lost identification cards at the then prevailing rate. The Hospital shall furnish identification cards to all staff. Lost cards shall be reported immediately.
C. Whenever a staff member is delayed in reporting for a scheduled work assignment, he shall endeavor to contact his supervisor in advance, if possible. Staff will be paid minute-for-minute when they punch/swipe in for their scheduled shift.
D. Inclement Weather
1. The President and CEO of the Hospital, or his/her designee, has the option, in his/her sole discretion, to declare an “Inclement Weather Emergency”. The decision to declare an “Inclement Weather Emergency” will be announced on the Hospital’s Inclement Weather hotline (telephone), the Hospital’s intranet page, and/or by any other reasonable means of communication. Once so announced, it is presumed that all employees are aware of the determination. Announcements of closing or “state of emergency” by any federal, state or local government agency will not pertain to University Hospital.
2. Employees will be assigned at the sole discretion of the Hospital as either:
a. Category Red employees – those employees whose presence the Hospital has determined as necessary to the provision of safe, effective and efficient services.
b. Category Blue employees – those employees whom the Hospital has determined may be absent for a limited period of time without impacting critical services to patients and the community.
3. The determination as to which Category employees are assigned shall be made by the applicable department, in the sole discretion of the department. Employees shall be advised of their assigned Category in writing, and will sign an acknowledgment of receipt of the assignment information. This acknowledgement will be forwarded to Human Resources by the department for inclusion in the employee’s personnel file. If an employee is not so advised in writing, the employee shall default to Category Red. When the department deems it necessary to change the designation, it must advise the employee of the change and obtain a revised signed acknowledgement from the employee, which shall be promptly forwarded to Human Resources.
4. If the Hos...
Personnel Practices. A. The Hospital agrees to provide a clean and safe working environment. Each staff member will maintain acceptable standards of personal hygiene and cleanliness in accordance with the requirements of his job.
B. The Hospital shall furnish identification cards to all staff members. Lost cards shall be reported immediately. The staff member shall be responsible for paying for the replacement of lost cards at the then prevailing rate.