Bullying Sample Clauses
Bullying. Bullying is verbal or physical conduct that over a period, continuously and systemically, humiliates, intimidates, shows hostility towards, threatens or offends a person, and that a reasonable person would know or ought to have known would have such an effect.
Bullying. A. Workplace bullying is repeated abusive behavior that is threatening, humiliating, or intimidating. It may be direct or indirect, whether verbal, physical, or otherwise, by one or more persons against another or others, at the place of work and/or in the course of employment.
B. All Agency employees are expected to refrain from workplace bullying and adhere to a standard of conduct that is respectful and courteous to others.
C. Where appropriate, the affected employee should speak to the alleged bully or bullies to object to the behavior. Each employee is responsible for reporting any incidents to their supervisor or any other management official.
D. Upon receipt of a report of workplace bullying, Management will initiate an inquiry, address any inappropriate conduct, assist the affected employee, and act to prevent any retaliation by the bully or bullies. Management will not retaliate against any employee for reporting workplace bullying.
Bullying. The Association and the District support a secure school climate, conducive to teaching that is free from threat, harassment, and any type of bullying behavior. Bullying is addressed in the following authoritative documents that remain in effect: Memorandum of Understanding dated April 5, 2002 Superintendent Stop Doing List Response: Workplace Bullying Board of Education Policy JICDE 6. Emergencies Emergencies such as power failures, extreme weather conditions, etc., may arise which endanger the safety of students. In such instances, teachers are expected to assist by performing such non-teaching duties as are necessary to protect students without regard to the limitations contained in this section, and such actions shall not violate this Agreement.
Bullying. Bullying or harassment is the use of deliberate aggression with the intention of hurting another person.
Bullying. The Employer and the Union agree that behaviors that harm, intimidate or coerce vulnerable individuals can contribute to a hostile work environment. Examples of such behavior include, but are not limited to:
1. Intimidating messages, in various forms, including written, oral, social media, etc.
2. Obscenities, profanities or vulgar verbal, written comments, images, or gestures, directed at another person.
3. Degrading and/or targeting a person or group on the basis of a personal, cultural and/or individual characteristics. The Parties agree that such behaviors cannot be allowed in the workplace. The Parties further acknowledge that routine efforts to manage employee performance, conduct performance reviews and administer Corrective Action (Disciplinary Action) do not constitute prohibited behaviors. Neither the Employer’s rights nor the Union’s rights in this CBA or under law shall be abridged by this contract provision.
Bullying. Xxxxxxxxx County is dedicated to promoting a positive working environment free of physical or verbal harassment, “bullying”, or discriminatory conduct of any kind. Specifically, the County prohibits employees from “bullying” one another. For purposes of this policy, “bullying” refers to repeated, unreasonable actions of individuals (or a group) directed towards an employee (or a group of employees), which is intended to intimidate the employee(s). Examples of bullying include but are not limited to: Being treated differently than the rest of your work group without cause; Physical aggression whether to the person, property, or his/her workspace; Nov-verbal threatening gestures/glances which can convey threatening messages; Exclusion or social isolation; Being the target of practical jokes and/or rumors/gossip in order to intimidate or subjugate. Every employee, regardless of title or job held, is responsible for creating and ensuring an atmosphere free of bullying, discrimination and harassment. Further, all employees are responsible for respecting the rights of their co-workers and adhering to the letter and spirit of this policy. If an employee feels they are being bullied, it is the employee’s responsibility to report it to his/her supervisor. If the employee does not agree with the supervisor’s solution to the complaint, the Union may grieve the decision starting at step 1. If no agreement can be reached through step 2 of the grievance process, the Union may appeal to the Human Resources Director following the timeline outlined in Step 3 of the grievance procedure. The Human Resources Director’s decision is final and cannot be grieved further. If the employee feels they are being bullied by a Supervisor/Director, the grievance process may start on step 2 and progress as prescribed above.
Bullying. Bullying is engaging in persistently negative attacks on personal and professional performance that is typically unpredictable, irrational and often unseen. Bullying is an abuse of power or position and occurs when a person uses their strength or power to coerce others by fear, or to persecute or oppress by force or threat, and can cause such chronic stress and anxiety that the teammate gradually loses belief in themselves, suffering ill health and mental distress as a result. Bullying normally occurs between managers and subordinates over whom they have hiring and firing power.
Bullying. Workplace bullying is unwanted and unwarranted behaviour that a person finds offensive, intimidating or humiliating, is repeated, and has a detrimental effect upon a person’s dignity, safety and well-being. Examples are, but not limited to:
Bullying. Possession or usage of tobacco, alcohol, or any illegal substance or paraphernalia