ANTI DISCRIMINATION AND ANTI HARASSMENT. Contractor and/or any subcontractor shall not unlawfully discriminate against or harass any individual including, but not limited to, any employee or volunteer of the County of Marin based on race, color, religion, nationality, sex, sexual orientation, age or condition of disability. Contractor and/or any subcontractor understands and agrees that Contractor and/or any subcontractor is bound by and will comply with the anti discrimination and anti harassment mandates of all Federal, State and local statutes, regulations and ordinances including, but not limited to, County of Marin Personnel Management Regulation (PMR) 21.
ANTI DISCRIMINATION AND ANTI HARASSMENT. Contractor and/or any subcontractor shall not unlawfully discriminate against or harass any individual including, but not limited to, any employee or volunteer of the Marin County Open Space District based on race, color, religion, nationality, sex, sexual orientation, age or condition of disability. Contractor and/or any subcontractor understands and agrees that Contractor and/or any subcontractor is bound by and will comply with the anti discrimination and anti harassment mandates of all Federal, State and local statutes, regulations and ordinances including, but not limited to, Marin County Open Space District Personnel Management Regulation (PMR) 21.
ANTI DISCRIMINATION AND ANTI HARASSMENT. 4.01 The Employer and the Union agree that there shall be no discrimination, harassment, violence, interference, restriction, or coercion exercised or practiced with respect to any member of the bargaining unit in any matter concerning working conditions, or the application of the provisions of this Agreement by reason of any of the prohibited grounds listed in the Ontario Human Rights Code (age, race, creed, colour, ethnic origin, record of offences, citizenship, ancestry, disability, sex, marital status, sexual orientation, gender identity, gender expression, family status, place of origin), religious or political affiliations or beliefs, or by reason of their membership or non-membership in the Union, or by the Employee's exercise of any right or provision under this Agreement. The University has a duty to provide a reasonable accommodation up to the point of undue hardship. Accommodations shall be made pursuant to the Ontario Human Rights Code.
4.02 The Employer and the Union recognize the rights of Employees to work in an environment free from harassment and violence, and acknowledge their responsibilities to take all reasonable and appropriate actions to xxxxxx such an environment.
(a) 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 psychological, verbal, or physical or it can be a combination of these. It is any behaviour, whether deliberate or negligent, that denies individuals their dignity and respect, is offensive, embarrassing, or humiliating to the individual, and adversely affects the working environment. Harassment is behaviour that typically persists over time, but serious one-time incidents may be considered harassment. Harassment includes but is not limited to: harassment based on gender, race, ethnicity, religion, age, disability, sexual orientation, as well as, sexual harassment and personal/workplace harassment whether or not it is based on the prohibited grounds outlined in the Human Rights Code. Harassment may also take the form of excluding an Employee from rights or privileges related to their employment and to which they are otherwise entitled.
(b) Workplace sexual harassment is defined as:
(i) engaging in a course of vexatious comment or conduct against a worker in a workplace because of their sex, sexual orientation, gender identity, or gender expression, where the course of comment or conduct is known or ought reasonably to be...
ANTI DISCRIMINATION AND ANTI HARASSMENT. 9.1 The Employer and the Union agree that there shall be no discrimination, harassment, violence, interference, restriction, or coercion exercised or practised with respect to any member of the bargaining unit in any matter concerning working conditions, or the application of the provisions of this Agreement by reason of any of the prohibited grounds listed in the Ontario Human Rights Code (age, race, creed, colour, ethnic origin, record of offences, citizenship, ancestry, disability, sex, sexual orientation, gender identity, gender expression, family status or marital status, place of origin), political or religious affiliations or beliefs, or by reason of their non-membership or activity in the Union nor by the employee’s exercise of any right or provision under this Agreement. The Employer shall not restrict the employment of anyone on the basis of disability, provided that such disability does not interfere with their ability to meet the requirements of the job. Where practicable, attempts shall be made to adjust employment requirements to accommodate the person’s disability.
9.2 The Employer and the Union recognize the rights of employees to work in an environment free from harassment and acknowledge their responsibilities to take all reasonable and appropriate actions to xxxxxx such an environment. Harassment includes, but is not limited to, sexual harassment, gender harassment, racial and ethnic harassment, and personal/workplace harassment whether or not it is based on the prohibited grounds outlined in the Ontario Human Rights Code. Harassment means engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome. Harassment can be psychological, verbal or physical or it can be a combination of these. 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. It may take the form of excluding an employee from rights or privileges related to their employment and to which they are otherwise entitled. The parties formally recognize their obligations under the Ontario Occupational Health and Safety Act and Ministry of Training, Colleges and Universities Act, in particular with relation to the prevention of sexual violence and sexual harassment in the workplace. All required training shall be provided and paid for by the...
ANTI DISCRIMINATION AND ANTI HARASSMENT. Contractor and/or any subcontractor shall not unlawfully discriminate against or harass any individual including, but not limited to, any employee or volunteer of Agency based on race, color, religion, nationality, sex, sexual orientation, age or condition of disability. Contractor and/or any subcontractor understands and agrees that contractor and/or any subcontractor is bound by and will comply with the anti-discrimination and anti-harassment mandated of all Federal, State and local statutes, regulations and ordinances.
ANTI DISCRIMINATION AND ANTI HARASSMENT. (1) LORT reaffirms its commitment to providing Actors and Stage Managers with safe, inclusive, and accessible places of employment free from bias, discrimination, harassment, and bullying. For this purpose: RULE 24. EQUAL EMPLOYMENT OPPORTUNITY, NON-DISCRIMINATION, NON- TRADITIONAL AND INCLUSIVE CASTING
(a) Bullying includes, but is not limited to, repeated, verbal or physical conduct that denigrates or shows hostility or aversion towards an individual. Examples of bullying include, but are not limited to, repeated infliction of verbal abuse, threatening, intimidating or hostile acts, verbal or nonverbal conduct that a reasonable person would find threatening, intimidating, or humiliating by one or more persons against another or others, at the workplace, in work-related activities, and/or in the course of employment.
(b) Race discrimination includes, but is not limited to, treating someone unfavorably because they are of a certain race or because of personal characteristics associated with race (such as hair texture, skin color or complexion, or facial features). Race discrimination includes offensive or derogatory remarks about a person’s race, jokes involving someone’s race, and other verbal or written remarks or statements involving someone’s race which are offensive, unwanted, or objectionable to the recipient.
(c) Sex-based discrimination includes, but is not limited to, treating someone unfavorably because of the person’s sex, including the person’s sexual orientation, gender identity, gender expression, transgender status, or pregnancy. Examples of sex-based discrimination include offensive or derogatory remarks about a person’s sex, sexual orientation, gender identity, gender expression, transgender status, or pregnancy.
(d) Sexual harassment includes, but is not limited to, sexual or physical assault, unwelcome physical contact of a sexual nature, repeated unwelcome sexual advances or overtures, promises in exchange for sexual favors, sexual jokes, the unwanted sharing of pornographic or sexualized pictures, and other verbal, written, or physical harassment of a sexual nature which are offensive, unwanted or objectionable to the recipient.
(2) As stated in LORT-AEA Rule 24(B), discrimination and harassment are strictly prohibited, whether committed by supervisory or non-supervisory personnel, management, employees, or third parties. Additionally, bullying is strictly prohibited and shall be addressed in the same manner as discrimination under LOR...
ANTI DISCRIMINATION AND ANTI HARASSMENT. CONTRACTOR and any subcontractor shall not unlawfully discriminate against or harass any individual including, but not limited to, any employee or volunteer of the COUNTY based on race, color, religion, nationality, sex, sexual orientation, age or condition of disability. CONTRACTOR and any subcontractor understands and agrees that CONTRACTOR and any subcontractor is bound by and will comply with the anti- discrimination and anti-harassment mandates of all Federal, State and local statutes, regulations and ordinances including, but not limited to, County of Marin Personnel Management Regulation (PMR) 21.
ANTI DISCRIMINATION AND ANTI HARASSMENT. Contractor and/or any subcontractor shall not unlawfully discriminate against or harass any individual including, but not limited to, any employee or volunteer of the RVFD based on race, color, religion, nationality, sex, sexual orientation, age or condition of disability. Contractor and/or any subcontractor understands and agrees that Contractor and/or any subcontractor is bound by and will comply with the anti-discrimination and anti-harassment mandates of all Federal, State and local statutes, regulations and ordinances including, but not limited to, RVFD Personnel Management Regulation.
ANTI DISCRIMINATION AND ANTI HARASSMENT. In rendering the Services, XMR shall not unlawfully discriminate against or harass any individual including, but not limited to, any director, staff member, or volunteer of the District based on race, religion, color, nationality, gender, sexual orientation, age, or condition of disability.
ANTI DISCRIMINATION AND ANTI HARASSMENT. RPA promotes and maintains a work environment that is free from discrimination and harassment, where all employees, consultants, grantees, and partners are treated with respect and dignity. Accordingly, the Grantee agrees that it promotes and maintains and, during the Grant Term, shall continue to promote and maintain such a work environment. For the purposes of this Agreement, “discrimination” means unjust or prejudicial treatment based on race, color, ancestry, place of origin, political beliefs, religion, marital status, family status, disability, sex, sexual orientation, age, veteran status, or because a person has been directly impacted by the criminal legal system. “Harassment” relates to any conduct, whether verbal, physical, or by innuendo, that is reasonably likely to cause offense or humiliation to any person.
