Bullying, Harassment & Trolling Sample Clauses

Bullying, Harassment & Trolling. Uniti want the telephone and broadband Internet services that Uniti provide to help make the world a better place, not a worse place. Uniti respect the agency of individuals, the rights of minorities and believe that think all women, men and gender-non-specific are all entitled to equal treatment, access to opportunities and safety.
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Bullying, Harassment & Trolling. Jamba want the telephone and broadband Internet services that Jamba provide to help make the world a better place, not a worse place. Jamba respect the agency of individuals, the rights of minorities and believe that think all women, men and gender-non-specific are all entitled to equal treatment, access to opportJambaes and safety.
Sample 1
Bullying, Harassment & Trolling. Uniti want the broadband Internet services that Uniti provide to help make the world a better place, not a worse place. Uniti respect the agency of individuals, the rights of minorities and of people who might be a bit different, Uniti think women and men and gender-non-specific are all entitled to equal treatment, to access to opportunities and to safety, Uniti think that people with different levels of ability are entitled to an even chance, and Uniti think its ok to be LGBTQ. Uniti think that bullies and trolls can do enormous damage to people, even if they don’t think that’s what they are doing.
Sample 1
Bullying, Harassment & Trolling. FuzeNet want the broadband Internet services that FuzeNet provide to help make the world a better place, not a worse place. FuzeNet respect the agency of individuals, the rights of minorities and of people who might be a bit different, FuzeNet think women and men and gender-non-specific are all entitled to equal treatment, to access to opportunities and to safety, FuzeNet think that people with different levels of ability are entitled to an even chance, and FuzeNet think its ok to be LGBTQ. FuzeNet think that bullies and trolls can do enormous damage to people, even if they don’t think that’s what they are doing.
Sample 1

Related to Bullying, Harassment & Trolling

  • Harassment Sexual Harassment a. All employees have the right to work without personal harassment or sexual harassment.

  • Harassment & Discrimination The local parties will determine the appropriate means of promoting an effective and meaningful way of addressing discrimination and harassment issues, which may include, but is not limited to the following: • Reviewing the hospital’s harassment policy and making joint recommendations to the Chief Nursing Officer; • Promoting a harassment free workplace where there is ‘zero tolerance’; • Ensuring that all employees are familiar with the employer’s harassment policy by identifying educational opportunities, including the orientation period for new employees; • Identifying supports and solutions to assist employees to deal with harassment and discrimination issues (i.e. Employee assistance Programs, staff supports); • Development of processes to address the accommodations/ modified work needs for nurses; • Development of assertiveness training programs.

  • Sexual Harassment (a) The Union and the Employer recognize the right of employees to work in an environment free from sexual harassment. The Employer shall take such actions as are necessary respecting an employee engaging in sexual harassment.

  • DISCRIMINATION / HARASSMENT 22.01 The parties agree to comply with their obligations under the Ontario Human Rights Code.

  • 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.

  • Harassment in the Workplace The Union and the Employer recognize the right of employees to work in an environment free from personal and sexual harassment ("Harassment"), and the Employer shall take such actions as are necessary respecting an employee engaging in harassment in the workplace.

  • 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.

  • 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.

  • 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.

  • NON-DISCRIMINATION/HARASSMENT 3.01 Both the Company and the Union are committed to providing a workplace free of discrimination and harassment. Employees must not engage in discrimination or harassment because of prohibited ground contrary to the Ontario Human Rights Code (the “Code”). Prohibited grounds are race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, record of offenses, marital status, family status or handicap, as defined in the Code. This provision shall be interpreted in accordance with and subject to the provisions of the Code. Employees shall not be discriminated against on the basis of union affiliation.

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