Bullying, Harassment and Discrimination Sample Clauses

Bullying, Harassment and Discrimination. Section 1 The Federation does not condone and will not tolerate discrimination against an employee on the basis of prohibited grounds as set out in the BC Human Rights Code. Discrimination shall include violation of the principle of equal pay for work of equal value. In addition, there shall be no discrimination on the basis of union activity. Section 2 Workplace bullying and harassment includes engaging in a course of vexatious comment or conduct, against a worker in a workplace, that is known, or ought reasonably to be known, to be unwelcome. This includes comments or actions in the workplace, which negatively affect working relationships or productivity or create a poisoned work environment. Workplace harassment includes psychological or personal harassment and bullying, as well as comments and conduct prohibited under the grounds stipulated in the BC Human Rights Code. Harassment may occur as one incident, or a series of incidents, involving unwelcome comments or conduct. Section 3 The Federation recognizes common-law and same-sex family relationships, and agrees to provide all rights and benefits available under this Agreement to employees in common-law and same-sex relationships in the same manner as provided to employees in heterosexual legal marriages. Section 4 No person shall be subject to reprisal, threat of reprisal or discipline as a result of filing a complaint of harassment or sexual harassment in good faith.
Sample 1
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Bullying, Harassment and Discrimination. No person, alone or with others, shall: Engage in behavior which consists of repeated attempts or acts to intimidate or coerce others by the real or threatened: • Infliction of physical, verbal, written, gestured or electronically transmitted (electronic aggression) emotional and/or psychological abuse or intimidation; • Attacks on the property of another; • Verbal taunts, name-calling and put-downs including, but not limited to a person’s perceived race, color, weight, national origin, ethnic group, religion, religious practice, disability, sexuality, gender identity, gender expression or sexism; • Efforts to extort money or possessions; • Efforts to exclude others from peer groups. These prohibitions shall exist regardless of whether the person against whom the conduct is committed participated in, consented to, or acquiesced in the conduct deemed as “bullying.” In accordance with the Dignity for All Students Act (DASA), the Board of Education has appointed a DASA coordinator in each school who is trained in human relations situations with respect to the areas of race, color, weight, national origin, ethnic group, religion, religious practice, disability, sexuality, gender identity, gender expression and sex. The coordinators will play an active role in prevention, intervention and follow-up to incidents of harassment or discrimination. The reasoned and civil exchange of opinions or debate, protected by state or federal law, is not prohibited by this section.
Sample 1
Bullying, Harassment and Discrimination. ‌ The employer and MSEA agree that all forms of discrimination, intimidation or harassment will not be tolerated. If proven, such actions will be grounds for discipline up to and including discharge. The provisions in this agreement are in addition to those as provided by law, regulation, or statue. This article also covers bullying, harassment, and discrimination which may occur via electronic communication. In recognition of the Employer’s and the Union’s shared commitment to the rights and dignity of all people, and their shared commitment to create a work environment of mutual respect, Management Employees and bargaining unit Employees agree that all forms of discrimination, intimidation, or harassment will not be tolerated. If proven, such actions will be grounds for discipline up to and including discharge. SARSSM and the bargaining unit employees also agree that bullying behavior exhibited by any Employee(s) against (an)other Employee(s) is unacceptable and should not be tolerated. This Article is included in this Agreement to clearly articulate the values of the Employer, the Union and SARSSM Employees. The employer agrees it will not discriminate on the basis of characteristics, including, but not limited to sexual orientation, race, creed, color, religion, national origin, gender, gender identity or expression, marital status, parental status, pregnancy status, age, ancestry, genetic information, disability, weight, veteran status, whistleblower status, participation in a grievance and/or compliant whether formal or informal, military/veteran status, or hearing level and/or communication modality. All agency employees and volunteers are prohibited from harassing others on these grounds. The parties agree that behaviors that contribute to a hostile, humiliating, or intimidating work environment, including abusive language or behavior, whether verbal or physical, and/or bullying, are unacceptable and will not be tolerated.
Sample 1
Bullying, Harassment and Discrimination. 33.1. The employees and Presbyterian Support recognise the undesirability of any form of bullying, harassment or discrimination on any of the prohibited grounds listed in the Human Rights Act 1993, in the workplace and that it constitutes unacceptable behaviour.
Sample 1
Bullying, Harassment and Discrimination. It is the responsibility of all parties to this Agreement to ensure that all employees are provided with an environment which is free from any form of bullying, harassment and discrimination thereby complying with the Company policy in this regard.
Sample 1
Bullying, Harassment and Discrimination. (a) The Employer and the Union recognize the right of employees to work in an environment free from bullying, harassment and discrimination and agree that employees who engage in bullying, harassment and discrimination may be disciplined. (b) Bullying, harassment or discrimination means verbal or physical behaviour that is known or ought reasonably to be known to be abusive or offensive to another person, serves no legitimate work purpose, and may be discriminatory in nature, based upon another person's race, colour, ancestry, place of origin, political belief, religion, marital status, family status, physical or mental disability, sex, sexual orientation, gender identity or expression, age, or criminal or summary conviction that is unrelated to the employment of that person. Such behaviour could include, but is not limited to: (1) physical threats or intimidation; (2) words, gesture, actions, or practical jokes, the natural consequence of which is to humiliate, alarm or abuse another person; (3) distribution or display of offensive pictures or materials. (c) To constitute bullying, harassment or discrimination, behaviour may be repeated or persistent or may be a single serious incident. (d) Bullying, harassment or discrimination does not include actions occasioned through the exercising in good faith the Employer's supervisory rights and responsibilities.
Sample 1

Related to Bullying, Harassment and Discrimination

  • 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:

  • 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.

  • 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.

  • 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.

  • 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 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.

  • D3 Discrimination The Contractor shall not unlawfully discriminate either directly or indirectly on such grounds as race, colour, ethnic or national origin, disability, sex or sexual orientation, religion or belief, or age and without prejudice to the generality of the foregoing the Contractor shall not unlawfully discriminate within the meaning and scope of the Sex Discrimination Act 1975, the Race Relations Act 1976, the Equal Pay Act 1970, the Disability Discrimination Act 1995, the Employment Equality (Sexual Orientation) Regulations 2003, the Employment Equality (Religion or Belief) Regulations 2003, the Employment Equality (Age) Regulations 2006, the Equality Act 2006, the Human Rights Act 1998 or other relevant or equivalent legislation, or any statutory modification or re-enactment thereof.

  • Release of Claims Under Age Discrimination in Employment Act Without limiting the generality of the foregoing, Executive agrees that by executing this Release, he has released and waived any and all claims he has or may have as of the date of this Release for age discrimination under the Age Discrimination in Employment Act, 29 U.S.C. § 621, et seq. It is understood that Executive is advised to consult with an attorney prior to executing this Release; that he in fact has consulted a knowledgeable, competent attorney regarding this Release; that he may, before executing this Release, consider this Release for a period of twenty-one (21) calendar days; and that the consideration he receives for this Release is in addition to amounts to which he was already entitled. It is further understood that this Release is not effective until seven (7) calendar days after the execution of this Release and that Executive may revoke this Release within seven (7) calendar days from the date of execution hereof.

  • ANTI-DISCRIMINATION It is the policy of the District that in connection with all work performed under Contracts there be no discrimination against any employee engaged in the work because of race, color, ancestry, national origin, religious creed, physical disability, medical condition, marital status, sexual orientation, gender, or age and therefore the Consultant agrees to comply with applicable Federal and California laws including, but not limited to the California Fair Employment and Housing Act beginning with Government Code Section 12900 and Labor Code Section 1735 and District policy. In addition, the Consultant agrees to require like compliance by all of its subcontractor(s).

  • 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.

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