Anti-Harassment Training Sample Clauses

Anti-Harassment Training. The Company agrees to set up a mandatory one-half (½) day anti- harassment training course for all bargaining unit members and supervisors. The time off and training facilities will be paid by the Company and Unifor will provide the trainer. It is also agreed this course will become part of the new hire training.
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Anti-Harassment Training. All employees in the bargaining unit shall receive the CAW half day Anti-Harassment Training during this collective agreement with a best efforts goal of completing the training by May 31, 2013. The implementation of the anti-harassment training shall be made by mutual agreement with the intention to conduct all training during times that would normally attract straight time pay for the participants. All new employees will receive a half-day of CAW Anti-Harassment training as part of their training process within ninety (90) days of the start of their employment. All time spent by employees on the mandatory Anti-Harassment training shall be paid for at straight time rates with no loss of pay. The Employer agrees to be responsible for all reasonable course costs including the CAW facilitator(s), any travel costs, materials etc.
Anti-Harassment Training. All new Employees will receive a half-day of Unifor Anti-Harassment training as part of their training process within one hundred and eighty (180) days of the start of their employment; or a time frame that is mutually agreed to by the Parties should there not be enough participants to participate in such a class at the one hundred & eighty (180) day xxxx. All time spent by Employees on the mandatory Anti-Harassment training shall be paid for at straight time rates with no loss of pay. The scheduling of the anti-harassment training shall be made by mutual agreement with the intention to conduct all training during times that would normally attract straight time pay for the participants. The Employer agrees to cover the costs of Unifor’s facilitator and reasonable materials, etc. Note All existing Employees shall have received and completed the training as set out above by March 31st, 2016. For up to the first 4 classes put on by Unifor, the Employer shall cover all the costs of a National Union supplied Facilitator to ensure that the Local Facilitator is accurately providing the course. Should the Employer want to have a backup Facilitator, the Employer will cover all costs associated with training a Local member to become qualified to facilitate the course.
Anti-Harassment Training. On an annual basis, the Employer shall provide anti-harassment training for all employees (Union and non-Union) of the Agency. The training shall be in a format mutually agreeable to the parties.
Anti-Harassment Training. Within 60 calendar days of the lifting of the opening of the District for the 2020-2021 school year, the District will provide anti-harassment training for the Grayson County XXXXXXX administrators, teachers and other personnel in the School who provide instruction to students. The District’s Section 504 Coordinator, or an individual trained on Section 504 and the ADA, will provide training on the following aspects of disability harassment: • A review of the District’s responsibilities under Section 504 and Title II, pertaining to ensuring equal educational opportunities for all students, including students with disabilities, and prohibiting disability discrimination, including disability harassment; and • An explanation of what conduct constitutes disability harassment, including harassment involving demeaning jokes, taunting and derogatory remarks or physical acts relating to an individual’s disability; it will also include a statement of the definition of disability and examples of disability harassment.
Anti-Harassment Training. ‌ All new Employees will receive a half-day of Unifor Anti-Harassment training as part of their training process within 180 days of the start of their employment; or a time frame that is mutually agreed to by the Parties should there not be enough participants to participate in such a class at the 180 day mark. All time spent by Employees on the mandatory Anti- Harassment training shall be paid for at straight time rates with no loss of pay. The scheduling of the anti-harassment training shall be made by mutual agreement with the intention to conduct all training during times that would normally attract straight time pay for the participants. The Employer agrees to cover the costs of Unifor’s facilitator and reasonable materials, etc. Note All existing Employees shall have received and completed the training as set out above by March 31st, 2016. For up to the first four classes put on by Unifor, the Employer shall cover all the costs of a National Union supplied Facilitator to ensure that the Local Facilitator is accurately providing the course. Should the Employer want to have a backup Facilitator, the Employer will cover all costs associated with training a Local member to become qualified to facilitate the course.

Related to Anti-Harassment Training

  • 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.

  • 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.

  • Workplace Harassment The Hospital and the Union are committed to ensuring a work environment that is free from harassment. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the Ontario Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment. ref. Ontario Human Rights Code, Sec. 10(1). Harassment may take many forms including verbal, physical or visual. It may involve a threat, an implied threat or be perceived as a condition of employment. The Parties agree that harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments and/or the assessment of discipline. If an employee believes that she/he has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be undertaken. The employee should request the harasser to stop the unwanted behaviour by informing the harassing individual(s) that the behaviour is unwanted and unwelcome. Should the employee not feel comfortable addressing the harasser directly, she/he may request the assistance of the manager or a Union representative. If the unwelcome behaviour was to continue, the employee will consult the Hospital policy on harassment and will be free to pursue all avenues including the complaint investigation and resolution. The Parties agree that an employee may have a representative of the Union with her/him throughout the process, if requested.

  • 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:

  • Employee Orientation Each and every person working for a contractor, including sub- contractors, will be given an orientation to familiarize them with the site safety program. Unless otherwise specified, each sub-contractor is responsible for the orientation of their workers.

  • 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.

  • No Harassment Contractor does not engage in unlawful harassment, including sexual harassment, with respect to any persons with whom Contractor may interact in the performance of this Agreement, and Contractor takes all reasonable steps to prevent harassment from occurring.

  • 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.

  • 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.

  • 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.

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