Anti-Discrimination, Bullying and Harassment Sample Clauses

Anti-Discrimination, Bullying and Harassment. The Company is an equal opportunity employer. You must comply at all times with the Company's policies in respect of anti-discrimination, bullying and harassment. 5 REMUNERATION 5.1 Total remuneration employment cost (a) Your initial Total Remuneration is set out in the Offer of Employment. (b) The Company will make compulsory superannuation contributions up to the quarterly maximum contribution base on Your behalf in accordance with Superannuation Guarantee legislation. The contributions may be made to the Company’s default fund or to a complying superannuation fund of Your choice. You will be given information about this choice. If You do not nominate a complying superannuation fund for this purpose, the contribution may be paid into an existing stapled account identified by the Commissioner of Taxation.
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Anti-Discrimination, Bullying and Harassment. 2.8.1 As part of our commitment to staff and the achievement of a successful enterprise, the Company has developed Anti Discrimination, Bullying and Harassment policy contained in the OH&S Manual. 2.8.2 The Company has a zero tolerance for unlawful behaviour or conduct in this regard. This is in respect of behaviour that is conducted toward an Employee, or by an Employee. 2.8.3 The Company Anti Discrimination policy is attached as Annexure B and forms part of the Employer’s expectations about the performance and conduct of Employees at work, and in any setting that may be attributed to work, such as during travel to or from work, attendance at staff functions, parties, seminars, training, attendance at other job sites and business locations.
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Anti-Discrimination, Bullying and Harassment. 2.7.1 The employer is committed to providing a working environment free of discrimination, bullying and harassment where everyone receives fair and just treatment and is free to achieve their best. 2.7.2 The employer will not take adverse action against an employee or prospective employee on the basis of sex, disability, race, colour, sexual preference, age, physical or mental disability, marital status, family or carer’s responsibilities, pregnancy, breastfeeding, religion, political opinion or affiliation, national extraction, social origin, criminal record or trade union activity. 2.7.3 The employer will not tolerate employees’ discrimination, bullying or harassment of one another on the basis of sex, disability, race, colour, sexual preference, age, physical or mental disability, marital status, family or carer’s responsibilities, pregnancy, breastfeeding, religion, political opinion or affiliation, national extraction, social origin, criminal record or trade union activity. 2.7.4 Harassment is any behaviour, which is unwelcome and is based on a person’s sex, pregnancy, marital status, race, disability, age or sexual orientation. Harassment will usually be repeated behaviour, but can also consist of a single act. Harassment has the effect of offending, humiliating or intimidating the person at whom it is directed. 2.7.5 Bullying refers to unreasonable or inappropriate behavior that could reasonably be regarded as intimidating, insulting, offensive, demeaning, or abusive to others, and which occurs repeatedly. Bullying includes the use of loud threatening language/behaviors, yelling abuse, subtle forms of intimidation such as inappropriate comments about personal appearance, criticism, and isolation of workers from normal work events. 2.7.6 It is the responsibility of all staff to monitor their own behaviour and comply with the employer anti-discrimination, bullying and harassment policy. Any reports of discrimination, harassment or bullying will be treated seriously, investigated promptly and may be subject to a disciplinary procedure.
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Anti-Discrimination, Bullying and Harassment. The Australian Bureau of Security & Investigations shall be a place of peaceful employment. It is agreed by the parties, that this site and any other location at which Employees and management may gather or attend for the purposes of work or social gatherings related to work shall be free of conduct or acts that are discriminatory, or of a bullying or harassing nature. It is further agreed that the parties will exemplify appropriate workplace conduct when using workplace equipment and space, and acts such as downloading potentially offensive pictures or other representations or using notice boards to display material of a potentially offensive nature shall not be tolerated under any circumstance. The Company Policy regarding discriminatory behaviour, bullying or harassment is attached at Schedule 2. It is plainly communicated that the employment of SOEs engaging in such conduct will be terminated.
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Anti-Discrimination, Bullying and Harassment. Harassment, bullying or unlawful discrimination against another Employees is unacceptable and contrary to our expectations of a workplace of peaceful enjoyment.
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Anti-Discrimination, Bullying and Harassment. 2.2.2.1 As part of our commitment to staff and a workplace of peaceful enjoyment, Tsiknaris has developed Anti Discrimination, Bullying and Harassment policy. 2.2.2.2 The Company has a zero tolerance for unlawful behaviour or conduct in this regard. This is in respect of behaviour that is conducted toward a Team Member, or by a Team Member. 2.2.2.3 The Anti Discrimination policy is attached as Annexure Schedule A and forms part of the Employer’s expectations about the performance and conduct of Team Members at work, and in any setting that may be attributed to work, such as during travel to or from work, attendance at staff functions, parties, seminars, training, attendance at other job sites and business locations.
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Related to Anti-Discrimination, Bullying and Harassment

  • 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.

  • 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.

  • ANTI-DISCRIMINATION It is the policy of the District that in connection with all work performed under Contracts there be no discrimination against any employee engaged in the work because of race, color, ancestry, national origin, religious creed, physical disability, medical condition, marital status, sexual orientation, gender, or age and therefore the Consultant agrees to comply with applicable Federal and California laws including, but not limited to the California Fair Employment and Housing Act beginning with Government Code Section 12900 and Labor Code Section 1735 and District policy. In addition, the Consultant agrees to require like compliance by all of its subcontractor(s).

  • D3 Discrimination The Contractor shall not unlawfully discriminate either directly or indirectly on such grounds as race, colour, ethnic or national origin, disability, sex or sexual orientation, religion or belief, or age and without prejudice to the generality of the foregoing the Contractor shall not unlawfully discriminate within the meaning and scope of the Sex Discrimination Act 1975, the Race Relations Act 1976, the Equal Pay Act 1970, the Disability Discrimination Act 1995, the Employment Equality (Sexual Orientation) Regulations 2003, the Employment Equality (Religion or Belief) Regulations 2003, the Employment Equality (Age) Regulations 2006, the Equality Act 2006, the Human Rights Act 1998 or other relevant or equivalent legislation, or any statutory modification or re-enactment thereof.

  • NO DISCRIMINATION/HARASSMENT 4.01 The Employer and the Union agree that there shall be no discrimination, interference, restriction or coercion exercised or practiced with respect to any Employee(s) in the matter of hiring, wage rates, training, upgrading, promotion, transfer, lay- off, recall, discipline, classification, discharge or otherwise by reason of age, race, creed, national origin, religious affiliation, political affiliation, sex, sexual orientation, place of residence, marital status or disability subject to bona fide occupational requirements, family status, colour, ancestry, receipt of public assistance, nor by reason of membership or activity in the Union.

  • 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.

  • Anti-Discrimination Clause The contractor agrees: (a) to comply with the Kansas Act Against Discrimination (K.S.A. 44-1001 et seq.) and the Kansas Age Discrimination in Employment Act (K.S.A. 44-1111 et seq.) and the applicable provisions of the Americans With Disabilities Act (42 U.S.C. 12101 et seq.) (ADA) and to not discriminate against any person because of race, religion, color, sex, disability, national origin or ancestry, or age in the admission or access to, or treatment or employment in, its programs or activities; (b) to include in all solicitations or advertisements for employees, the phrase "equal opportunity employer"; (c) to comply with the reporting requirements set out at K.S.A. 44-1031 and K.S.A. 44-1116;

  • 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.

  • Release of Claims Under Age Discrimination in Employment Act Without limiting the generality of the foregoing, Executive agrees that by executing this Release, he has released and waived any and all claims he has or may have as of the date of this Release for age discrimination under the Age Discrimination in Employment Act, 29 U.S.C. § 621, et seq. It is understood that Executive is advised to consult with an attorney prior to executing this Release; that he in fact has consulted a knowledgeable, competent attorney regarding this Release; that he may, before executing this Release, consider this Release for a period of twenty-one (21) calendar days; and that the consideration he receives for this Release is in addition to amounts to which he was already entitled. It is further understood that this Release is not effective until seven (7) calendar days after the execution of this Release and that Executive may revoke this Release within seven (7) calendar days from the date of execution hereof.

  • Harassment and Discrimination The parties agree that the process for dealing with harassment for reasons not specifically prohibited by the Ontario Human Rights Code is an appropriate subject matter at Labour Management Committee meetings. BETWEEN: AND: The Employer agrees that employees may be permitted to transfer at the Employer's discretion from one nursing home to another for their own personal convenience and at their own expense, subject to the following conditions:

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