Bullying/Psychological Harassment Sample Clauses

Bullying/Psychological Harassment. The College shall make reasonable provisions to ensure that employees have the right to be free from bullying/psychological harassment as defined within this article. The College and the Local Union shall cooperate to the fullest extent possible to ensure the workplace is free from bullying/psychological harassment. Bullying/psychological harassment refers to any vexatious behaviour that is known, or ought reasonably to be known, to be unwelcome and that: - takes the form of repeated conduct which could reasonably be regarded as intending to intimidate, offend, degrade or humiliate, and/or - affects an employee's dignity, or psychological or physical integrity, and/or - results in a harmful work environment. Examples of bullying/psychological harassment include, but are not limited to, the following: - berating/belittling an individual; - repeated unwarranted criticism; - undermining or deliberately impeding a person's work; - spreading malicious rumours or gossip that is not true; - physical gestures intended to intimidate, offend, degrade or humiliate an individual. Reasonable action by a College, a manager and/or a supervisor in the course of managing the workplace is not bullying/psychological harassment. Examples of this include, but are not limited to, the following: - the transfer, demotion, discipline, counsel or dismissal of an employee in a reasonable manner; - a decision, based on reasonable grounds and facts, not to promote or grant another benefit in connection with an employee's employment or performance. The parties recognize that bullying/psychological harassment is unacceptable in the workplace, and to that end acknowledge the following objectives: - a complaint of this nature shall be promptly investigated and, where warranted, appropriate action taken; - every effort shall be made and maintained by all parties to treat the complaint in a sensitive and confidential fashion, consistent with providing reasonable information to the complainant and the person against whom the complaint is made as to the nature of the allegation, the progress of the complaint, and its resolution or disposition; - the complaint shall be made to as impartial a person as possible, being the President or his/her designate and who is not the person against whom the complaint is made; - frivolous allegations of bullying/psychological harassment that are unfounded, will be treated as a disciplinary offence, that could lead to dismissal; - allegations found to be true...
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Bullying/Psychological Harassment. Bullying/psychological harassment refers to any vexatious behaviour that is known, or ought reasonably to be known, to be unwelcome and that: (i) Takes the form of repeated conduct which could reasonably be regarded as intending to intimidate, offend, degrade or humiliate; (ii) Affects an employee’s dignity, or psychological or physical integrity; (iii) Results in a harmful work environment. Examples of bullying/psychological harassment include, but are not limited to, the following: (i) Berating/belittling an individual; (ii) Repeated unwarranted criticism; (iii) Undermining or deliberately impeding a person’s work; (iv) Spreading malicious rumours or gossip that is not true; and/or (v) Physical gestures intended to intimidate, offend, degrade or humiliate an individual.
Sample 1Sample 2
Bullying/Psychological Harassment. Bullying/Psychological Harassment refers to any vexatious behavior that is known or ought reasonably to be known to be unwelcome and that takes the form of repeated conduct which could reasonably be regarded as intending to intimidate, offend, degrade or humiliate and/or affects an employee’s dignity of psychological or physical integrity and/or results in a harmful work environment. Examples of bullying/psychological harassment include but are not limited to the following:  berating/belittling an individual  repeated unwarranted criticism  undermining or deliberately impeding a person’s work  spreading malicious rumours or gossip that is not true  physical gestures intended to intimidate, offend, degrade or humiliate an individual The reasonable exercise of management rights and functions shall not give rise to an alleged violation of this article. This article does not guarantee a work environment free of disagreements or disputes or prohibit discussions of concerns regarding work-related issues.
Sample 1

Related to Bullying/Psychological Harassment

  • 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.

  • 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.

  • Personal Harassment Harassment means engaging in a course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome. Harassment can be either psychological or physical or it can be a combination of both. It is any behaviour, whether deliberate or negligent, which denies individuals their dignity and respect, is offensive, embarrassing or humiliating to the individual and adversely affects the working environment.

  • 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.

  • 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.

  • 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.

  • 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.

  • 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.

  • No Illegal Harassment Violation of the City’s harassment policy, which is incorporated by reference and available from the Human Resource Division, by the Contractor, its officers, employees, agents, vendors, consultants, subcontractors and anyone from whom it is legally liable, while performing or failing to perform Contractor’s duties under this Contract shall be considered a material breach of contract.

  • Sexual and Personal Harassment The Employer shall provide and the Union and Employees shall support a workplace free from personal or sexual harassment and any other harassment based on the protected characteristics set out in Article 2.

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