ANTI-HARASSMENT POLICIES Sample Clauses

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. Winthrop is committed to taking immediate, equitable, and effective actions to respond to sexual harassment and sexual misconduct to prevent its reoccurrence and to address its effects. For purposes of this Policy, sexual misconduct is 1 International students require special permission to under-enroll; please contact the International Center for more information. 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.
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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.
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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. Section 6 - Complaint Procedure and Investigation If an employee believes that he or she has been the victim of unlawful harassment, the employee should im- mediately make a verbal or written complaint to his or her immediate supervisor or HR Representative. If the employee is uncomfortable with reporting a complaint to his or her immediate supervisor or HR Representative, the employee may report the complaint to any other supervisor. In all cases, an employee making a complaint of harass- ment is permitted to by-pass the person perpetrating the harassment in the complaint procedure. The District will conduct an investigation of the employee’s complaint, and the matter will be kept confidential to the extent possible. An individual will not be retaliated against for making a report under the anti-harassment policy or for participating in a harassment investigation. The District will take prompt 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
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.
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.

  • 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.

  • Overpayment Policies and Procedures Within 90 days after the Effective Date, Xxxxx shall develop and implement written policies and procedures regarding the identification, quantification and repayment of Overpayments received from any Federal health care program.

  • 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.

  • Safety Policy Each employer is required by law to have a safety policy and program. TIR will ask for and may require a copy of that policy and program.

  • Pet Policy 🞎 Pets are prohibited 🞎 Up to pets are permitted The following pet requirements apply [insert requirements including type, size and quantity,ifapplicable: ] The above-described pet policy is a material provision of this Lease. Violation of the pet policy may lead to damages, deposit, and/or fees or additional rent assessed to Tenant and constitutes a default under this Lease.

  • Business Conduct Merger Sub was incorporated on November 5, 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 assets or liabilities other than those incurred in connection with the foregoing and in association with the Merger as provided in this Agreement.

  • EMPLOYMENT POLICY 6.01 The Union and the Employer will cooperate in maintaining a desirable and competent labour force. The Employer will notify the Union of labour 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 listed or from other sources.

  • 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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