Workplace Delegate Sample Clauses

Workplace Delegate must give the Employer not less than 5 weeks' notice (unless the Employer and delegate agree to a shorter period of notice) of the dates, subject matter, the daily start and finish times of the training, and the name of the training provider.
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Workplace Delegate. 58.1. Is a person appointed or elected by an employee organisation (e.g. a union) to be a delegate or representative for members working in a particular enterprise. 58.2. Workplace delegates have the right to represent the industrial interests of members and persons eligible to be members. 58.3. Workplace delegates are entitled to reasonable communication with current members and persons eligible to be members about their industrial interests. 58.4. Workplace delegates may represent the interests of current members and persons eligible to be members and they are also entitled to reasonable access to: a. The workplace and workplace facilities; and b. Paid time during normal working hours, for the purposes of related training.
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Workplace Delegate as per the meaning given by section 350C(1) of the Act.
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Workplace Delegate. First escalation. One-Up People Leader, People and Culture Advisor, Regional Delegate. Second escalation. Two-Up People Leader, People and Culture Advisor and/or Employment Relations, National Delegate and/or a PSA Organiser. Third escalation. Alternative dispute resolution – the Parties attend mediation. Fourth escalation. Formal dispute resolution. From time to time the Parties may agree to establish a working group to address shared objectives and interests. Working groups comprise a small group of PSA Delegates and organisers, partnered with business leads and supported by People & Culture technical leads (Employment Relations, Remuneration, Payroll etc.). Working Groups adhere to the following principles: Early engagement between MBIE and PSA on the problem needing to be solved Partnership and collaboration through the whole process Terms of Reference created for each new Working Group Clear work plan including timelines Governance Group comprised of MBIE and PSA senior leadership oversees progress Governance Group is responsible for resource allocation, including Delegate time and specialist resources MBIE will pay for Delegate travel and accommodation where required. Working Groups will balance in-person meetings with virtual meetings to reduce costs Joint communications Working Group attempts to reach consensus. Where consensus cannot be reached, Governance Group resolves A template Working Group Terms of Reference is set out in Schedule C. Exemplary Employment Relations As leaders across the Public Sector, MBIE and PSA will model exemplary employment relations, ensuring that MBIE is a great place to work. The Parties: recognise that their relationship will continue to evolve over time and jointly commit to working on that relationship. are striving to make MBIE a modern and progressive workplace. have a desire to enhance the mana associated with the Parties’ relationship, and particularly the role of the Delegate; and commit to jointly embedding the spirit of this Agreement; building our capability and strengthening this Agreement over time, recognising the value created by the positive relationship. commit to early engagement and a ‘no surprises’ approach Monitoring, Evaluation and Review The Parties will regularly jointly monitor, evaluate and review this Agreement to ensure that it remains fit for purpose; and meets the Parties’ needs. This will include a formal review at least every two years This Agreement will be housed on ▇▇ ▇▇▇▇▇.
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Workplace Delegate. This Clause provides for the exercise of the rights of Workplace Delegates set out in section 350C of the Fair Work Act 2009. 27.1.1. In this Clause:
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Workplace Delegate is a person elected or appointed by a Union, as representatives of union members in their workplace.
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Workplace Delegate. An Employee shall not be dismissed or injured in their employment or have their employment altered to their prejudice, or be threatened with prejudicial or injurious treatment or with dismissal by reason of their status as an Workplace Delegate, engagement in lawful activities as a Workplace Delegate or on the basis of their membership of a Union or participation in lawful Union activities, provided that where any such activities are undertaken during working hours, the Employee’s release has been approved. Approval will not be unreasonably withheld. The Employer must not injure a person in their employment, or alter the terms or conditions of employment of a person to their prejudice, on the basis of their membership of or participation in the lawful activities of a Union, provided that where any such activities are undertaken during working hours, the Employee’s release has been approved. Approval will not be unreasonably withheld.
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Workplace Delegate. 4.1 A workplace delegate is an employee of the Human Services Portfolio Agency acting on behalf of the CPSU who has been officially elected by the CPSU as an official workplace representative or delegate. A CPSU official is an employee of the CPSU. 4.2 Other persons acting on behalf of the CPSU in a voluntary capacity are also covered by this protocol. 4.3 Human Services Portfolio Agencies recognise that workplace delegates speak on behalf of their members in the workplace in relation to workplace matters. The Human Services Portfolio Agencies also recognise the CPSU’s right to communicate with all employees. This will be conducted in accordance with these protocols. 4.4 Workplace delegates and employees who volunteer to undertake representative roles for the CPSU must recognise their responsibilities as employees of an agency of Human Services, and should not act to prejudice the efficient operations of or service delivery by, that agency, or the performance of their individual duties.
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Related to Workplace Delegate

  • Workplace Safety The parties to this Agreement commit themselves to achieving the highest possible standards of occupational health and safety including adherence to the consultative and issue resolution processes included herein. Participation in and support for building and construction industry initiatives to improve construction industry standards in occupational health and safety will form an important part of this commitment. Observance of relevant Acts, Regulations, and Codes of Practice are the minimum level acceptable to enable employers and employees to meet their responsibilities and to work safely and follow health and safety rules in their workplace. On all sites there will be developed a site safety plan and job specific ‘job safety analysis’ to identify and manage the risks associated with work on each particular site. Such safety plan will include suitable procedures for personnel/material access, and site evacuation procedures. The Incolink Safety Handbook ‘SAFE’ (as amended) is endorsed by this Agreement as a proper guide and reference source for safety management and control of risks. 1) The parties agree that the WorkSafe Australia Guidance Notes on Material Safety Data Sheets shall be observed at all times. 2) Hearing tests: Audiometric tests should be conducted within two months of a person commencing employment, and thereafter at intervals of two years.

  • Workplace Harassment The Hospital and the Union are committed to ensuring a work environment that is free from harassment. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the Ontario Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment. ref. Ontario Human Rights Code, Sec. 10(1). Harassment may take many forms including verbal, physical or visual. It may involve a threat, an implied threat or be perceived as a condition of employment. The Parties agree that harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments and/or the assessment of discipline. If an employee believes that she/he has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be undertaken. The employee should request the harasser to stop the unwanted behaviour by informing the harassing individual(s) that the behaviour is unwanted and unwelcome. Should the employee not feel comfortable addressing the harasser directly, she/he may request the assistance of the manager or a Union representative. If the unwelcome behaviour was to continue, the employee will consult the Hospital policy on harassment and will be free to pursue all avenues including the complaint investigation and resolution. The Parties agree that an employee may have a representative of the Union with her/him throughout the process, if requested.

  • Workplace Violence (a) It is recognized that at certain worksites or in certain work situations employees may be at risk of physical violence or verbal abuse from clients, persons in care or custody, or the public. (b) Where such potential exists: (1) employees at those worksites or in those work situations shall receive training in the recognition and management of such incidents; (2) physical and procedural measures for the protection of employees, applicable to those worksites or work situations, shall be implemented. (c) The Permanent Occupational Health and Safety Committee shall be consulted regarding the curriculum of training and the applicable physical and procedural measures referred to in (b) above. (d) The Permanent Joint Occupational Health and Safety Committee shall jointly develop a new or approve an existing training package on risk assessment. (e) Employees shall be informed concerning the potential for physical violence or verbal abuse from clients, a student, instructors or other members of the public, subject to statutory limitation. (f) Immediate critical incident stress debriefing and post traumatic counselling shall be made available for employees who have suffered as a result of violence. Leave required to attend such debriefing or counselling sessions will be without loss of pay.

  • Respectful Workplace The parties are committed to promoting a work environment in which all those who enter the facility will conduct themselves in a civil, respectful and cooperative manner. A safe environment is important for staff and contributes to providing the highest possible standard of care. Staff should expect to work in and residents should expect to be treated in a respectful environment free from discrimination, harassment and workplace bullying. The Employer will publish a clear policy for promoting and maintaining a working environment in which all persons are treated with respect and dignity. These policies will be accessible to staff and the users of the facility.

  • Contractor’s Project Manager and Key Personnel Contractor shall appoint a Project Manager to direct the Contractor’s efforts in fulfilling Contractor’s obligations under this Contract. This Project Manager shall be subject to approval by the County and shall not be changed without the written consent of the County’s Project Manager, which consent shall not be unreasonably withheld. The Contractor’s Project Manager shall be assigned to this project for the duration of the Contract and shall diligently pursue all work and services to meet the project time lines. The County’s Project Manager shall have the right to require the removal and replacement of the Contractor’s Project Manager from providing services to the County under this Contract. The County’s Project manager shall notify the Contractor in writing of such action. The Contractor shall accomplish the removal within five (5) business days after written notice by the County’s Project Manager. The County’s Project Manager shall review and approve the appointment of the replacement for the Contractor’s Project Manager. The County is not required to provide any additional information, reason or rationale in the event it The County is not required to provide any additional information, reason or rationale in the event it requires the removal of Contractor’s Project Manager from providing further services under the Contract.