Anti-Harassment Policy. The Company shall, within sixty (60) days following the Closing (as defined in the Purchase Agreement), adopt and thereafter maintain in effect (i) a Code of Conduct governing appropriate workplace behavior and (ii) an Anti-Harassment and Discrimination Policy prohibiting discrimination and harassment at the Company. Such policy shall be reviewed and approved by the Board of Directors.
Anti-Harassment Policy. The parties agree that every individual has the right to dignity, respect, and the right to be treated fairly and are committed to ensuring a work environment that is free of discrimination and harassment. Discrimination and harassment in the workplace by any employee, union representative or customer will not be tolerated. Harassment is broadly defined as any unsolicited, unwelcome, disrespectful or offensive behavior that is based on the prohibited grounds of discrimination outlined in the Canadian Human Rights Act, including: Race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender identity, marital status, family status, disability and conviction for which a pardon has been granted. Harassment may be related to any of the discriminatory grounds contained in the Canadian Human Rights Act as described above. Harassment is defined as one, or a series of, hostile, offensive or inappropriate comments or conduct which is known to be unwelcome or which a reasonable person would know to be unwelcome without it being explicitly stated, and is based on one of the prohibited grounds. Examples of harassment include, but are not limited to, unwanted comments or remarks, jokes, slurs, graffiti, and literature including pictures and posters, depicting people in a negative light based on the prohibited grounds, e.g. racial or religious harassment, age harassment, etc. Sexual harassment is defined as any conduct, comment, gesture or contact of a sexual nature that is likely to cause offence or humiliation to any employee, or that might, on reasonable grounds, be perceived by that employee as placing a condition of a sexual nature on employment or on any opportunity for training or promotion. Examples of sexual harassment include, but are not limited to: • An implied or expressed threat of reprisal for refusal to comply with a sexually oriented request; • A demand for sexual favors in return for (continued) employment or more favorable treatment; • Unwelcome remarks, jokes, innuendoes, propositions, or taunting about a person’s body, attire, sex or sexual orientation; • Displaying of pornographic or sexist pictures or materials;
Anti-Harassment Policy. The Company shall maintain in effect (i) a Code of Conduct governing appropriate workplace behavior and (ii) an Anti-Harassment and Discrimination Policy prohibiting discrimination and harassment at the Company.
Anti-Harassment Policy. All Employees covered by this Agreement shall be expected to comply with the City’s Sexual Harassment and Anti-Harassment Policy found in Attachment D of the Personnel Policies Handbook.
Anti-Harassment Policy. In order to quickly and efficiently process harassment complaints, the Company and the Union agree to the following procedure: A member of management from the Human Resources Department is responsible for counselling victims, helping them and receiving their complaints. When necessary, this person may appoint someone from outside Air Transat who is a trained professional to council and provide assistance to the harassment victims.
Anti-Harassment Policy. This contract is subject to the provisions of the Department of Administrative Services’ Anti-Harassment Policy (“Policy”) and, as such, the contract may be cancelled, terminated, or suspended by the State in the event that the contractor, its employees, contractors, subcontractors, consultants, subconsultants, or vendors engage in behavior prohibited by the provisions of the Policy (a copy of the Policy is available on the DAS website). The contractor agrees to include a copy of the Policy, and the requirement to prevent behavior as defined in such Policy, in all contracts with its contractors, subcontractors, consultants, subconsultants, and vendors.
Anti-Harassment Policy. Xxxxxxxx Programs for Children and Families, Inc. is committed to courteous and considerate treatment of its employees at all times as an accepted standard of behavior. Consequently, the Agency is committed to a work environment that is free of tension caused by demeaning or harassing conduct including animosity engendered by inappropriate religious, racial, or sexual conduct or comments. This policy refers to, but is not limited to, harassment in the following areas: age, race, color, national origin, religion, gender, marital status, handicap/disability, gender identity, sexual orientation, and veteran status. Harassment includes display or circulation of written materials or pictures degrading to either gender or to racial, ethnic or religious groups; and verbal abuse or insults directed at or made in the presence of members of a racial, ethnic, or minority group. Sexual harassment shall mean sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when: (a) submission to or rejection of such advances, requests, or conduct is made either explicitly or implicitly a term or condition of employment or as a basis for employment decisions; (b) such advances, requests, or conduct have the purpose or effect of unreasonably interfering with an individual's work performance by creating an intimidating, hostile, humiliating, or sexually offensive work environment. Harassment also refers to behavior that is personally offensive, impairs morale, and interferes with the work effectiveness of employees. Any harassment of employees by other employees will not be permitted, regardless of their working relationship. It is the obligation of each employee of the Agency to report any conduct which violates these standards, whether the employee is the victim or not, whether the perpetrator is a supervisor, manager, or staff member, and regardless of the sex of the perpetrator. In fulfilling their obligation to maintain a positive and productive work environment, managers and supervisors are expected to immediately halt any harassment of which they become aware by emphasizing the Agency's Anti- Harassment Policy and, when necessary, by more direct disciplinary action. It is unlawful to retaliate against an employee for filing a complaint of harassment or for cooperating in an investigation of a complaint for harassment. After investigating, if it is found that an employee knowingly filed a false allegation of harassment, that emplo...
Anti-Harassment Policy. I have received a copy of the BCHD Anti-Harassment policy. I understand that it contains important information on the District’s anti-harassment policy. I understand and acknowledge that I am expected to read, understand, and adhere to the policy and will familiarize myself with it. I also understand that I am governed by the contents of this policy and that the District may change, rescind, add, or modify terms of the policies, benefits, or practices described in it (other than the “at will” policies) from time to time in its sole and absolute discretion with or without prior notice. The District will advise employees and volunteers of material changes within a reasonable period of time.
Anti-Harassment Policy. The Company is committed to providing a work environment free of discrimination and harassment, and discrimination or harassment of any kind is strictly prohibited. Contractor’s engaging in unlawful sexual harassment, other harassment or discrimination on any protected bases may result in the immediate termination of this Agreement.
Anti-Harassment Policy. The Company shall, promptly following a request of any director, adopt and thereafter maintain in effect (i) a Code of Conduct governing appropriate workplace behavior and (ii) an Anti-Harassment and Discrimination Policy prohibiting discrimination and harassment at the Company. Such policy shall be reviewed and approved by the Board of Directors, including a majority of the Preferred Directors.
