AND HARASSMENT Sample Clauses

AND HARASSMENT. The Corporation and the Alliance agree that there shall be no discrimination or harassment exercised in the workplace with respect to an employee by reason of age, marital status, family status, creed, national or ethnic origin, political religious affiliation, sex, sexual orientation, mental or physical membership or activity in the Union or conviction for' which a pardon has been granted. The and the Corporation the right of employees to in an environment free from sexual and personal harassment and the Corporation undertakes to ensure that sexual and personal harassment shall not be tolerated in the workplace. In the event of a complaint under this Article, the Corporation agrees to follow the policies procedures of the Corporation's No Discrimination Harassment Policy. The Corporation and the Alliance agree to accept and the findings of the Upon written request by the and/or an copy the investigation report shalt be provided to them by the Corporation subject to the provisions of the Access to InformationAct and the Privacy Act. A grievance relating to the interpretation or application of this shall proceed directly to the final level of the grievance procedure
Sample 1
AutoNDA by SimpleDocs
AND HARASSMENT. BETWEEN: THE CHILDREN'S AID SOCIETY OF THE REGION AND CANADIAN UNION OF PUBLIC EMPLOYEES LOCAL The Society and the Union recognize and uphold the inherent dignity, worth and rights of each individual. The parties agree to establish a committee consisting of three (3) representatives each from union and management to review the existing Policy and Procedures and make recommendations for change and/or amendments as required. This committee will commence within four (4) months of the date of ratification of this agreement. Agreement between the Children's Aid Society of the Expiring March SCHEDULE " A- WAGES- CHILD WELFARE Agreement between the Children's Aid Society of the Expiring March April to March Agreement between Children's Aid Society the Region and Local April to March Agreement between the Children’s Aid Society of the Expiring March - WAGES FAMILY COUNSELLING CENTRE Agreement between the Children's Aid Society of the Expiring March I I Annual Salary I I I I I I I I I I I I I I I I I I I I I I I I I I I I I WAGES PROGRAMS
Sample 1
AND HARASSMENT. DISCRIMINATION
Sample 1
AND HARASSMENT. Prohibited
Sample 1
AND HARASSMENT. The Employer and the Union agree that every employee has the right to equal treatment with respect to employment without discrimination and freedom from harassment in the workplace because of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, marital status, same-sex partnership status, family status, disability, or membership in the Union.
Sample 1
AND HARASSMENT. The right of employees to belong to, to participate in, or to refrain from belonging to SEIU/FPSU, shall not be prohibited, abridged or interfered with. SEIU/FPSU will not discriminate with regard to representation of its members or with regard to terms and conditions of membership because of race, color, creed, sex, age, or national origin. The District agrees not to discriminate as to hiring, promotion, discharge or other disciplinary actions on the basis of race, color, creed, sex, age or national origin, or union affiliation. Discrimination (Title IX, EEA) - Any act by the Board, its agents or officers which has the effect of denying to any employee any benefit which is available to any other employee where the denial of such benefit is solely based upon the sex, handicap, race, color, age, marital status, religion, union affiliation, or national origin of the employee.
Sample 1

Related to AND HARASSMENT

  • Harassment The Employer and the Union recognize the right of employees to work in an environment free from harassment, including sexual harassment, as defined by the Employer’s harassment policy.

  • Discrimination and Harassment All members of the Appointments Committee shall be supplied with written information about the content and application of relevant federal and provincial legislation, and about University policies, relating to employment equity and federal immigration requirements. In accord with the provisions of the Article Employment Equity, Members shall familiarize themselves with such information as a condition of serving on the Appointments Committee. Furthermore, the Employer shall ensure that the Committee is aware of the relevant legislation and University policies, and the University Librarian or Xxxx and the Members participating in the work of the Committee shall share responsibility for ensuring that the relevant legislation and University policies are followed throughout the deliberations of the Committee. The Committee may call upon the Office of Equity and Human Rights Services for assistance.

  • No Harassment Contractor does not engage in unlawful harassment, including sexual harassment, with respect to any persons with whom Contractor may interact in the performance of this Agreement, and Contractor takes all reasonable steps to prevent harassment from occurring.

  • Sexual Harassment CONTRACTOR shall have a Sexual and Gender Identity harassment policy that clearly describes the kinds of conduct that constitutes sexual harassment and that is prohibited by the CONTRACTOR’s policy, as well as federal and state law. The policy should include procedures to make complaints without fear of retaliation, and for prompt and objective investigations of all sexual harassment complaints. CONTRACTOR further agrees to provide annual training to all employees regarding the laws concerning sexual harassment and related procedures pursuant to Government Code 12950.1.

  • Bullying and Harassment Neither DFMC nor you will engage in behaviour that is, or may be reasonably considered to be, intimidating, bullying or harassing or commit any act or behaviour which is offensive or abusive in connection with this Contract. If you are in breach of this clause, DFMC may suspend the collection of your milk for a period of 5 days or until such time as DFMC determines (acting reasonably) that the behaviour has been rectified.

  • 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.

  • Personal Harassment Harassment means engaging in a course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome. Harassment can be either psychological or physical or it can be a combination of both. It is any behaviour, whether deliberate or negligent, which denies individuals their dignity and respect, is offensive, embarrassing or humiliating to the individual and adversely affects the working environment.

  • NO DISCRIMINATION OR HARASSMENT 14.01 There shall be no discrimination, interference, restriction, coercion, harassment, intimidation or any disciplinary action exercised or practiced with respect to an employee by reason of race, national or ethnic origin, colour, religion, age, sex, sexual orientation, marital status, family status, disability, conviction for which a pardon has been granted, or union affiliation. 14.02 Grievances arising from Article 14.01 shall first be dealt with through an alternate dispute resolution process (ADR) as agreed to by the parties. Once alternate dispute resolution mechanisms are agreed to by the parties, the grievance will be held in abeyance pending the results of the ADR process. Furthermore, employees are precluded from other avenues of redress, save and except applicable legislative procedures, until the ADR process has concluded. The ADR process shall not result in any unreasonable delay. 14.03 Any level in the grievance procedure shall be waived if a person hearing the grievance is the subject of the complaint.

  • DISCRIMINATION AND COERCION 8.01 There shall be no discrimination or intimidation by the EMPLOYER or the UNION against any employee as a result of or because of such employee's race, color, creed, gender, disability or national origin all in accordance with applicable law, or membership in or non-membership in the UNION.

  • RETALIATION The Landlord is prohibited from making any type of retaliatory acts against the Tenant including but not limited to restricting access to the Premises, decreasing or cancelling services or utilities, failure to repair appliances or fixtures, or any other type of act that could be considered unjustified.

Draft better contracts in just 5 minutes Get the weekly Law Insider newsletter packed with expert videos, webinars, ebooks, and more!