...ARTICLE 1- Recognition 1.01 The Employer recognized the Gaming Employees’ Union, Local 1 as the sole bargaining agent for all employees of the Diamond Casino in the City of Windsor, save and except Shift Supervisors and persons above the rank of Shift Supervisor. 1.02 With an employee’s agreement, he or she may fill the role of Shift Supervisor on a temporary basis. ARITCLE 2-Union Security 2.01 The employer shall not deduct from the wages of each employee in the bargaining unit the amount of union dues as determined by the union and remit the dues to the union in accordance with article 2.02 2.02the amount deducted in accordance with article 2.01 shall be remitted to the union within a reasonable period of time after the deductions are made and shall be accompanied by a list of names of all employees from whom deductions have been made. ARTICLE 3- Management Rights 3.01 The union recognizes the right of the employer to operate and manage its business in all respects, to maintain order and efficiency in its facilities, to determine the location of its facilities, the work to be performed, the methods and schedules of performances and equipment to be used. The union further acknowledged that the employer has the right to make, and alter from time to time, reasonable rule, regulations, and policies to be observed by employees. Such rules, regulations, and policies shall not be inconsistent with the provisions of this agreement. All changes in the posted rules and...
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...November 29, 2012 Effective January 1, 2013 Harbor Shack will be implementing an attendance policy. Employee absences cost U.S companies millions of dollars annually, according to the Creative Business Resources. All employees are expected to arrive at work as scheduled; consequently this keeps the restaurant running smoothly. Failure of employees to report on time has caused tension among other employees and decreased productivity. Habitually absent/tardy employees have become a burden to the company and the rest of the dependable staff. We feel it is necessary to put into writing a policy that addresses the chronic absenteeism and tardiness, along with tracking and monitoring absences. Along with this we are also offering a good attendance incentive of paid time off. Attached is the new attendance policy for all employees of the Harbor Shack. Signed acknowledgment forms are due back to the human resources department no later than December 14, 2012. If you should have any questions please contact the Human Resources Department. Harbor Shack Attendance Policy Effective January 1, 2013 POLICY: The purpose of this policy is to provide a standard of attendance and punctuality for all Harbor Shack employees. Because reliable staff is vital to the operation of the restaurant, reliable and consistent attendance is a condition of employment. PROCEDURE: Absences: Employees are expected to arrive at work prior to their scheduled start time and be at their workstation...
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...Employee HANDBOOK PHILIPPINES Welcome to STARTEK Welcome Brand Warrior! Thank you for joining the STARTEK family. Our mission is to enable and empower you to successfully promote and defend our clients’ brands. Our focus is on ensuring that you are successful in your new position. You are now a Brand Warrior ready to empathize with your customers and fellow employees and take ownership to solve the customer’s issue. You have been hired because you have the determination, enthusiasm and passion for excellence. This handbook was developed to describe the expectations we have for our employees. It also outlines the policies, programs, and benefits available to eligible employees. I strongly encourage you to familiarize yourself with the contents of this employee handbook as soon as possible as it will answer many questions about employment with STARTEK. We are in the business of helping people through our interactions with them. We impact lives one conversation at a time every single day. Enjoy your experiences at STARTEK and know that all of us are here to help and be sure to have fun! Chad Carlson President & Chief Executive Officer Welcome to STARTEK Welcome Brand Warrior! I feel it’s a great honor to welcome to the STARTEK family our newest Brand Warriors. At STARTEK, being a Brand Warrior is an opportunity to make a difference. You’ll find the STARTEK team consists of talented individuals working together to create a winning team. The ONE TEAM ...
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...CLASSIFIED EMPLOYEES HANDBOOK THE PERSONNEL COMMISSION ACHIEVING EXCELLENCE THROUGH MERIT REVISED | JUNE 2011 TABLE OF CONTENTS PREFACE I THE LOS ANGELES UNIFIED SCHOOL DISTRICT The LAUSD’s Mission The School System Board of Education and Staff II THE BASICS FOR NEW EMPLOYEES Orientation Expectations and Guidelines Performance Appraisals Disciplinary Action Notification of Absences Use of Telephones and E-mail Change of Address and Telephone Number Accidents and Safety Personal Property Dress Standards for Employees Employee Organizations Credit Unions Charitable Contributions Political Activity Publications III IMPORTANT POLICIES Equal Employment Opportunity Statement Nondiscrimination Statement Ethics Policy Office of the Inspector General - Hot Line Whistleblower Protection Policy Health and Safety Policy Attendance Policy Drug, Alcohol and Tobacco-Free Workplace Policy Workplace Violence Prevention Policy Sexual Harassment Policy Confidentiality and Non-Retaliation Child Abuse Reporting Policy Fingerprint Policy …………………………………………..14 …………………………………………..14 …………………………………………..15 …………………………………………..16 …………………………………………..16 …………………………………………..16 …………………………………………..16 …………………………………………..17 …………………………………………..18 …………………………………………..18 …………………………………………..20 …………………………………………..20 …………………………………………..20 2 ……………………………………………5 ……………………………………………6 ……………………………………………6 ……………………………………………7 ……………………………………………8 ……………………………………………8 ……………………………………………9 ……………………………………………9 …………………………………………...
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...we put our ideas into action? Community change may become a difficult task to accomplish because of the design of the environment ( Recklies, D, 2001). Consequently, change projects can result into constant change problems. Some of the obstacles that may occur in change are absence of dedication, opposition from those who are affiliated and poor resources. The fallout affect to change failure leads to a greater problem called dissatisfied and un-motivated participants. Those people will never forget the problems that came along with the change ( Harper & Leicht, 2011). A Neighborhood Change As a change agent for my neighborhood, I would like to work towards changing the policy that exist with families moving in and moving out. When describing my neighborhood, I would call it pleasant and family oriented. Most of the people in my neighborhood are hardworking families that consist of two parents with children. The only exceptions are single male or female parents who are functional. During the day, most of the people who live in my neighborhood are at work with the exceptions of the at-home moms who decided to take a leave of absence from work to cut down on their daycare bill and raise their children during the early stages. Change Issue During the week there are no parties with loud music, any loitering the streets at nights, or overwhelming crime issues such as break-in or gang activity going on in...
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...Post Graduate Diploma in Management Faculty | Dr. M.V. Anuradha | Year/Term | Term-3/2016 | Course Name | Groups in Organizations | No. of Credits | 3 | No of Contact Hours | 30 | Duration | 90 mins. | Email: anuradha.m@greatlakes.edu.in Phone: 044- 30809088 Course Objectives and Key Takeaways The previous course on Organizational Behavior focused on individuals within organizations and the aspects of their behavior that would be relevant for a manager. This course moves a step further and looks at the group and organizational level dimensions of organizational behavior. Work most often than not involves interactions between two or more people. It also implies that these interactions need to be managed for effective functioning of organizations. This course covers important sociological and psychological theories explaining group behavior and leadership, their implications for teams within organizations. We will also discuss some crucial aspects of organizational structure, culture and managing organizational change effectively. At the end of the course the students will be able to: * Understand the dynamics underlying group and team behavior within organizations and therefore be better equipped to deal with interpersonal dynamics at the workplace * Expose students to the concept of leadership and its relevance at the workplace * Understand and appreciate the complexities of the organizational context-...
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...PATAGONIA: LOOKING THROUGH A HR PERSPECTIVE Founded in 1973, by Yvon Chouinard, Patagonia, Inc. is an outdoor clothing company, based out of Ventura, California. It initial started by making tools for Alpine climbers. Over time it grew to become one of the most predominant retailer for selling merchandise for skiing, surfing, fishing, trail running, snowboarding, paddling, as well as its original focus of climbing. Looking Through the Lens of Human Resource There are many variations of human resources among the many companies. There are some that stick out from the rest. These companies stray from the normal practices of human resource. Patagonia, Inc. is one who exemplifies unique practices. Patagonia begins its trailblazing by its environmental impacts. Most companies focus all of their energy to management, marketing, and other business related processes, rather than their environmental impacts. Patagonia sets the bar by looking further. They personally see to it the entire life cycle of their products have the least possible impacts. The company’s mission statement, “Build the best product, cause no unnecessary harm, use business to inspire and implement solutions to the environmental crisis,” explains the personal accountability of each employee (Our Reason for Being, n.d.). In addition to the mission statement, they pursue greater quality in everything that they do; they believe that relationships build on integrity and respect; they serve as a catalyst for personal...
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...Post Graduate Program in Management (PGPM) Faculty Name | Prof. S.K. Shanthi | Year/Term | 2014-15/Term-1 | Course Name | Micro-economics | No. of Credits | 3 | No of Contact Hours | 20 | Session Duration | 90 Min. | About the Instructor: Prof. S.K. Shanthi shanthi.sk@greatlakes.edu.in Course Objectives and Key Take Aways This course is designed to introduce students to basic microeconomic theory at a relatively rapid pace. The focus will be on fundamental economic principles that can be used by managers to think about business problems, including those inside the firm (relating to the problem of administering the firm’s resources in the most cost-effective way) and those outside the firm (relating to broader market and government forces that can affect the behavior of firms). In particular, it addresses how businesses make choices concerning the use of scarce resources, how prices and incomes are determined in competitive markets, and how market power affects the prices and quantities of goods available to society. We will also examine the impact of government intervention in the economy. At the end of the course the student should be able to: 1. Explain price and output changes in markets using supply and demand. 2. Analyse the usefulness of the concept of elasticity of demand in pricing, market segmentation decisions. 3. Find the profit maximizing level of various firm activities using marginal analysis. 4. Demonstrate...
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...normal discipline guidelines. Questionable Use of Leave -- The supervisor/manager, shall discuss the employee’s use of leave with the employee and may decide, in consultation with his/her supervisor/manager, to place the employee on the Employee Attendance Program (EAP). While on EAP, the employee must produce a doctor's certificate in order to receive paid sick leave. The program must be communicated in a positive and consistent fashion to all staff. POLICY: Good attendance is a condition of employment. Employee Responsibilities: All employees will make every reasonable effort to be present on all scheduled work days, to arrive on time, to leave for and return from breaks and lunch on time, to leave on time, and to schedule absences from work as far in advance as possible. ...
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...Case Analyses: Bob’s Meltdown 1. What is the key problem with the case? The key problem in the case is that Bob, regardless of the reason, degraded company policy. The band office has a strict “Respect for the Individual” policy and Bob verbally attacked Donna in the hallway in front of his other coworkers. Yes, Bob was under a lot of stress from both work and home but he should have found a healthy outlet to relieves the stress and confronted Donna in a professional manner. 2. Identify and briefly describe three courses of action you would take in addressing the problem? Fire Bob: Because Bob did not follow, company policy and lashed out verbally at another coworker the Chief needs to let Bob go. The reason for this is that if the situation is not handled appropriately then other employees will not take the policy seriously In addition to the policy not being followed employees will not take their job seriously because they assume they can get away with their improper actions. The reason for this is that the other band offices will lose respect for authority members because of their lack of consistency with other staff members .Send Bob on a leave of ambience: Sending Bob on a leave of ambience will be very beneficial for both him personally and the Band Office. The reason for this is that it would allow Bob to relieve stress by either professional or personal ways, such as anger management. By Bob leaving, he will be able to get healthy mentally and heal from all the...
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...Basic Leadership Principles Colonel Royal Mortenson Colonel United States Marie Corps 1. Be a good person, a person of character and strength, and you will always be a good firefighter. 2. Never be afraid to take a moral or ethical stand on something you believe in your gut to be right. Stand up and be counted. 3. Someone has to lead, in the absence of authority---take Charge. 4. “Band of brothers” is not just a line from Shakespeare’s Henry the V. We are a “Band of brothers,” so, like a brother, never turn your back on a fellow firefighter. 5. Always strive to be tactically and technically proficient in all you do. The price of anything less is far too costly. Our environment is uncertain and lethal. Never let it be said that you lost a man or a woman because you failed to do your homework. 6. I will listen to and help any person, anytime. I expect my subordinate leaders to do the same; however, every member of our team must reach out and grab the “offered hand.” 7. Everything I do must prepare myself and my team for mission success and survival. Our enemies must understand that they have but two choices---“make peace or die.” 8. Take care of our families. Stress at home tears at the fiber of our organization. 9. I will hold myself accountable for all I do and don’t do. I will hold others accountable for their actions commensurate with their position and responsibilities at every level. 10. Don’t lie, steal or cheat. 11. Never accept...
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...Final Course Frequently Asked Questions (FAQs) -------------------------------------------------------------------------------------------------------------------------- 1. When student is admitted for CA Final Course? Student after passing Intermediate/ Professional Education (Examination-II)/ Professional Competence Examination/ Integrated Professional Competence Examination (IPCE)/ Intermediate (IPC) Examination in its entirety can enroll for CA Final Course. Students, who pass IPCE / Intermediate (IPC) Examination in its entirety, are required to register for Final course immediately and start preparation for Final Examination. 2. What is the Final Course registration fee payable by students who passes Integrated Professional Competence Examination (IPCE)/ Intermediate (IPC) Examination? Student who has passed Integrated Professional Competence Examination (IPCE)/ Intermediate (IPC) Examination are required to pay the following fee while registering for Final Course: Admission to Final Course Registration Fee (INR) Registration Fee (US$) After passing IPCE/ Intermediate (IPC) Examination Rs. 10,000/- + Rs. 2,000 towards Article Registration Fee, if not paid earlier 750 + 50 towards Article Registration fee, if not paid earlier 3. What are the eligibility criteria for different scheme to appear in the Final Examination? Eligibility criteria for appearing in the Final examination are given below: Sl. No. Category of Students Eligibility Criteria to...
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...Company Vision: A globally recognized company and at the forefront of the hospitality and real estate industry in the country that offers consistent products and services in key business and leisure destinations. We will be known for our innovation, exemplary service to both external & internal customers, and superior financial performance. Company Mission: We are committed to deliver quality products and services to exceed our clients’ satisfaction. We constantly achieve to reward them with superior experience and value for their money. Brief Historyof the Company and its Businesses: The company J. King & Sons Trading was started in 1950’s by family patriarch Jesus King. Beginning with a textile store called the King’s Remnants up to the 1960’s. In 1972 it was incorporated to J. King & Sons Company, where it ventures into real estate development. To date, the company business has diversified into: * Real Estate Leasing * Drive-In Hotel Operations * Hotel Operations * Health and Leisure * Real Estate Development * Laundry Operations Real Estate Leasing: J. King & Sons Company Inc. began to venture into the leasing of warehouses and commercials and residential spaces in 1970’s. It is now leasing over 200 warehouses in key areas of Cebu, Manila and Davao. Drive-In Hotels: In the mid-1990’s the company began focusing on the idea of a per day rental basis for its apartments to boost its real estate leasing business...
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...INTERNSHIP REPORT I On “Standards and Effects of Employee Satisfaction At Axiata Limited” A NTERNSHIP xiata INTERNSHIP REPORT ON “Standards and effects of Employee Satisfaction At Axiata Limited” SUBMITTED TO: Ms. Syeda Shaharbanu Shahbazi Senior Lecturer BRAC Business School BRAC University SUBMITTED BY: Sabrina Nasser Lya BRAC Business School ID: 06204008 BRAC University Date of Submission: December 07, 2010 Date: Decemember 07 2010 Ms. Syeda Shaharbanu Shahbazi Senior Lecturer BRAC Business School BRAC University Subject: Submission of Internship Report Dear Madam, I am hereby submitting my Internship Report, which is a part of the BBA Program curriculum. It is great achievement to work under your active supervision. This report is based on, “Standards And Effects of Employee Satisfcation At Robi Axiata Limited”. I have got the opportunity to work in Robi Axiata Limited in “Implementation Department” under Technology Division for twelve weeks, under the supervision of Mr. Mahmud Hasan Faruquee, Manager SPI, Technical Division. This project gave me both academic and practical exposures. First of all I learned about the organizational culture of a prominent Telecommunication organization of the country. Secondly, the project gave me the opportunity to develop a network with the corporate environment. I shall be highly obliged if you are kind enough to receive this report and provide your valuable judgment. It would be my immense pleasure if you find...
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...Leave of Absence Request The following information MUST be completed by the student: Name: Leave Of Absence Start Date: Student IRN: Expected Return Date: Note: Check with your advisor to confirm course start date for the earliest expected date of return. Reason for Leave of Absence Family Medical Leave Jury Duty Military Natural Disaster Course Cancellation/University Related Extension Other (including business and personal related leaves) If Other, explain in detail. Acknowledgements I am requesting a Leave of Absence, and acknowledge the following: 1. I have read and understand the University Leave of Absence Policy in the Consumer Information Guide (http://cdn.assets-phoenix.net/content/dam/altcloud/doc/about_uopx/Consumer-InformationGuide.pdf). 2. A Leave of Absence must be requested in advance of the Leave of Absence start date unless unforeseen circumstances prevent me from doing so. 3. My approved Leave of Absence expires on the expected return date noted above provided I do not engage in an academically related activity (ARA) prior to the expected return date. 4. I will not engage in academically related activities on or after my Leave of Absence start date up to and including my Leave of Absence expected return date noted above. 5. I understand that posting an academically related activity will result in my return to active enrollment status with the University. 6. The University will notify me of the approval or denial of my...
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