ANTI-HARASSMENT POLICIES Sample Clauses

ANTI-HARASSMENT POLICIES. It is the policy of the District to provide employees with an environment free from all forms of unlawful harassment. The District has a policy prohibiting sexual, racial and other forms of unlawful harassment. All forms of unlawful harassment are prohibited. corrective action against an employee who is found to have participated in sexual, racial or other forms of prohibited harassment. Violators of this policy will be subject to discipline, up to and including termination.
Sample 1
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ANTI-HARASSMENT POLICIES. Winthrop University prohibits harassment of any employee because of the employee’s race, color, religion, sex (including pregnancy and childbirth, or related medical conditions), national origin, age (forty-plus / 40+), protected disability, veteran status, sexual orientation, gender identity or other characteristic protected under applicable federal, state or local law. Harassment may include verbal or physical conduct (including improper joking or teasing) that denigrates or shows hostility or aversion towards an individual because of these protected attributes. Students who believe they are being subjected to unlawful harassment or discrimination must notify their supervisor, department head, or any other department head with whom they feel comfortable. Sexual Harassment Policy: Title IX Sexual Harassment Policy Winthrop University is an educational community committed to common standards of integrity and respect for all of its members. All members of the Winthrop community, guests, and visitors have the right to be free from sexual harassment and sexual misconduct; and such behavior will not be tolerated by the Winthrop community. Xxxxxxxx is committed to taking immediate, equitable, and effective actions to respond to sexual harassment and sexual 1 International students require special permission to under-enroll; please contact the International Center for more information. misconduct to prevent its reoccurrence and to address its effects. For purposes of this Policy, sexual misconduct is always considered a form of sexual harassment; and the term sexual misconduct is used unless there is a specific reference to sexual harassment as defined in the Student Conduct Code. A student who believes she or he has been subject to harassment by an employee should immediately contact either the Xxxx of Students in 246 XxXxxxxxx Campus Center, ext. #4503 or the Associate Vice President for Human Resources in 303 Xxxxxxx, ext. #2273. If a student believes that he or she is being harassed by another student, please refer to the Student Sexual Misconduct Policy.
Sample 1
ANTI-HARASSMENT POLICIES. 27.01 The parties are committed to ensuring a workplace free of discriminatory harassment. Discriminatory harassment is defined as “a course of vexatious comments or conduct that is known or ought to reasonably be known to be unwelcome” which diminishes individual dignity on the basis of race, colour, sexual orientation, marital for family status, religion, ancestry, place of origin, citizenship, creed, sex, handicap or age. 27.02 Unifor has developed Harassment Policy guidelines - this procedure includes the employee’s right to cease work with no loss of pay if subjected to discriminatory harassment. This statement of intent is subject to a standard of good faith on the part of the Company, the Union and affected employees.
Sample 1

Related to ANTI-HARASSMENT POLICIES

  • Harassment Policy It is the policy of CUPE as an Employer to ensure that the working environment is conducive to the performance of work and is such that employees are not hindered from carrying out their responsibilities. The Employer considers harassment in the work force to be a totally unacceptable form of intimidation and will not tolerate its occurrence. The Employer will ensure that victims of harassment are able to register complaints without reprisal. Harassment is a form of discrimination and includes personal harassment. Harassment shall be defined as any improper behaviour by a person which is offensive to any employee and which that person knows or ought reasonably to have known would be inappropriate or unwelcome. It comprises objectionable conduct, comment or display made on either a one-time or continuous basis that demeans, belittles or causes personal humiliation or embarrassment to an employee. The parties to this Agreement will work together to ensure that all employees, and CUPE members understand their personal responsibility to promote a harassment-free working environment. Appendix “U”, herein below shall be followed respecting matters referred to directly herein.

  • Sexual Harassment Policy The Contractor and all Subcontractors must have a written sexual harassment prevention policy addressing sexual harassment in the workplace and must provide annual sexual harassment training to all employees.

  • Employment Policies The employment relationship between the parties shall also be governed by the general employment policies and practices of the Company, including those relating to protection of confidential information and assignment of inventions, except that when the terms of this Agreement differ from or are in conflict with the Company’s general employment policies or practices, this Agreement shall control.

  • SPAM POLICY You are strictly prohibited from using the Website or any of the Company's Services for illegal spam activities, including gathering email addresses and personal information from others or sending any mass commercial emails.

  • Privacy Policies Each party will make available a Privacy Policy that complies with Law. Xxxxxx’s Privacy Policy explains how and for what purposes Stripe collects, uses, retains, discloses and safeguards the Personal Data you provide to Stripe.

  • Company Policies and Procedures 7.1.1 The Company will ensure that Employees are able to readily access Company policies and procedures that apply to the Employees. 7.1.2 The Employees will observe and act in accordance with Company policies and procedures that apply to the Employees, as implemented and amended from time to time.

  • Safety Policy The City agrees to maintain in safe working condition all facilities and equipment furnished by the City to carry out the duties of each bargaining unit position, but reserves the right to determine what those facilities and equipment shall be. The Association agrees to work cooperatively in maintaining safety in the Xenia/Xxxxxx Central Communications Center.

  • Business Conduct Merger Sub was formed on December 3, 2020. Since its inception, Merger Sub has not engaged in any activity, other than such actions in connection with (a) its organization and (b) the preparation, negotiation and execution of this Agreement and the Transactions. Merger Sub has no operations, has not generated any revenues and has no liabilities other than those incurred in connection with the foregoing and in association with the Merger as provided in this Agreement.

  • EMPLOYMENT POLICY 5.01 The Union and the Employer will cooperate in maintaining a desirable and competent labour force. The Employer will notify the Union of manpower requirements giving as much prior notice as possible. The Union will provide a list of manpower available. The Employer at its discretion may hire employees so listed or from other sources. 5.02 The Employer has the right to hire new employees as needed, provided that no new employee(s) will be hired while there are qualified, available employees who are laid off due to lack of work. An employee hired for a specific project outside the free travel zone shall be deemed as a local hire and will not be entitled to paid travel time or related expenses while working on that project. 5.03 To assist in the efficient placement of appropriately skilled members it is agreed that the Employer will inform the Union Office of members who are laid off and when employees are hired whether from the Union list or from another source. Laid off members are also required to notify the Union of their status. 5.04 New employees shall serve a probationary period of ninety (90) calendar days (3 months). During the probationary period, the Employer may terminate a probationary employee at its sole discretion provided it is not motivated by bad faith. Probationary employees are covered by the Agreement, excepting those provisions which specifically exclude such employees. During probation, all terms and conditions of the Collective Agreement apply amended as follows: a. A probationary employee who is a licensed journeyman may be paid one dollar and fifty cents ($1.50) less than the journeyman rate during the probation unless the parties agree otherwise or where the employee is hired through the Union’s Employment Assistance Service. b. Probationary apprentices shall be paid a percentage of the journeyman probationary rate during probation unless the parties agree otherwise or where the employee is hired through the Union’s Employment Assistance Service. 5.05 The Employer may contract out electrical work provided it does not result in the layoff of electricians in the bargaining unit.

  • Violence Policies and Procedures The Employer agrees to have in place explicit policies and procedures to deal with violence. The policy will address the prevention of violence, the management of violent situations, provision of legal counsel and support to employees who have faced violence. The policies and procedures shall be part of the employee's health and safety policy and written copies shall be provided to each employee. Prior to implementing any changes to these policies, the employer agrees to consult with the Association.

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