Definition of Workplace Harassment Sample Clauses

Definition of Workplace Harassment. Harassment is a form of unlawful discrimination and is defined as "vexatious (annoying) comment or conduct that is known or ought reasonably to be known, as unwelcome." Harassment can include but is not limited to the following examples: • Racial or ethnic slurs • Demeaning statements, profanity • Written or verbal abuse or threats • Unwelcome sexual remarks, invitations or requests • Unwelcome remarks, jokes, taunts, sarcasm, suggestions about a persons body, attire, age marital status, ethnic or racial origin, religion, sexual orientation, socio-economic background, etc. • Displays of pornographic, sexist, racist or other offensive or derogatory material (e.g. graffiti or pictures) • Practical jokes which result in embarrassment or insult • Leering (suggestive staring) or other offensive gestures • Unnecessary physical contact • Vandalism of personal property at work • Patronizing or condescending behaviour • Abuse of authority which undermines performance or threatens career or job security. • Physical or sexual assault Harassment may result from one incident or a series of incidents. It may be directed at specific individuals or groups but may also include any comments or conduct which create an environment that is hostile, intimidating or offensive.
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Definition of Workplace Harassment. Harassment is a form of unlawful discrimination and is defined as "vexatious (annoying) comment or conduct that is known or ought reasonably to be known, as unwelcome." Harassment can include but is not limited to the following examples: If an Employee believes that they have been harassed and/or discriminated against on the basis of any of the prohibited grounds there are specific actions that may be taken
Sample 1Sample 2See All (4)
Definition of Workplace Harassment. Harassment is a form of unlawful discrimination and is defined as “vexatious (annoying) comment or conduct that is known or ought reasonably to be known, as unwelcome.” Harassment can include but is not limited to the following examples: Racial or ethnic slurs Demeaning statements, profanity Written or verbal abuse or threats Unwelcome sexual remarks, invitations or requests Unwelcome remarks, jokes, taunts, sarcasm, suggestions about a persons body, attire, age marital status, ethnic or racial origin, religion, sexual orientation, socio-economic background, etc. Displays of pornographic, sexist, racist or other offensive or derogatory material (e.g. graffiti or pictures) Practical jokes which result in embarrassment or insult Leering (suggestive staring) or other offensive gestures Unnecessary physical contact Vandalism of personal property at work Patronizing or condescending behaviour Abuse of authority which undermines performance or threatens career or job security Physical or sexual assault Harassment may result from one incident or a series of incidents. It may be directed at specific individuals or groups but may also include any comments or conduct which create an environment that is hostile, intimidating or offensive.
Sample 1Sample 2Sample 3
Definition of Workplace Harassment. Harassment is a form of unlawful discrimination and is defined as "vexatious (annoying) comment or conduct that is known or ought reasonably to be known, as unwelcome". Harassment can include but is not limited to, the following examples: Racial or ethnic slurs Demeaning statements, profanity Written or verbal abuse or threats Unwelcomed sexual remarks, invitations or requests Unwelcomed remarks, jokes, taunts, sarcasm, suggestions about a persons body, attire, age, Marital status, ethnic or racial origin, religion, sexual orientation, socio- economic background, etc. Displays of pornographic, sexist, racist or other offensive or derogatory material (ie. graffiti or pictures). Practical jokes which result in embarrassment or insult Leering (suggestive staring) or other offensive gestures Unnecessary physical contact Vandalism of personal property or work Patronizing or condescending behaviour Abuse of authority which undermines performance or threatens career or job security Physical or sexual assault Harassment may result from one incident or a series of incidents. It may be directed at specific individuals or groups but may also include any comments or conduct which create an environment that is hostile, intimidating or offensive.
Sample 1
Definition of Workplace Harassment. (1) A person is subjected to ‘workplace harassment’ if the person is subjected to repeated behaviour, other than behaviour amounting to sexual harassment, by a person, including the person’s Employer or a co-worker or group of co-workers of the person that: (a) is unwelcome and unsolicited; (b) the person considers to be offensive, intimidating, humiliating or threatening; and (c) a reasonable person would consider to be offensive, humiliating or intimidating. (2) ‘Workplace harassment’ does not include reasonable management action taken in a reasonable way by the person’s Employer in connection with the person’s employment. (3) In this section— for the definition of ‘sexual harassment’ see the Anti-Discrimination Act 1991, section 119. Workplace harassment includes behaviour that intimidates, offends, degrades or humiliates a worker. This may or may not be in front of co-workers, students, parents or others. Detailed below are examples of behaviours that may be regarded as workplace harassment, if the behaviour is repeated or occurs as part of a pattern of behaviour. This is not an exhaustive list – however, it does outline some of the more common types of harassing behaviours. Examples include: • abusing a person loudly, usually when others are present; • repeated threats of dismissal or other severe punishment for no reason; • constant ridicule and being put down; • leaving offensive messages on email or the telephone; • sabotaging a person’s work, for example, by deliberately withholding or supplying incorrect information, hiding documents or equipment, not passing on messages and getting a person into trouble in other ways; • setting an unreasonable amount of work to be completed within paid hours, unnecessary pressure or impossible deadlines; • pressuring people to work extra, unpaid hours; • setting meaningless tasks for completion; • maliciously excluding and isolating a person from workplace activities; • persistent and unjustified criticisms, often about xxxxx, irrelevant or insignificant matters; • humiliating a person through gestures, sarcasm, criticism and insults, often in front of customers, management or other workers; and • spreading gossip or false, malicious rumours about a person with an intent to cause the person harm.
Sample 1
Definition of Workplace Harassment. Workplace harassment is defined in the OHSA as 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.
Sample 1

Related to Definition of Workplace Harassment

  • 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.

  • Workplace Violence Prevention and Crisis Response (applicable to any Party and any subcontractors and sub-grantees whose employees or other service providers deliver social or mental health services directly to individual recipients of such services): Party shall establish a written workplace violence prevention and crisis response policy meeting the requirements of Act 109 (2016), 33 VSA §8201(b), for the benefit of employees delivering direct social or mental health services. Party shall, in preparing its policy, consult with the guidelines promulgated by the U.S. Occupational Safety and Health Administration for Preventing Workplace Violence for Healthcare and Social Services Workers, as those guidelines may from time to time be amended. Party, through its violence protection and crisis response committee, shall evaluate the efficacy of its policy, and update the policy as appropriate, at least annually. The policy and any written evaluations thereof shall be provided to employees delivering direct social or mental health services. Party will ensure that any subcontractor and sub-grantee who hires employees (or contracts with service providers) who deliver social or mental health services directly to individual recipients of such services, complies with all requirements of this Section.

  • Workplace Violence (a) It is recognized that at certain worksites or in certain work situations employees may be at risk of physical violence or verbal abuse from clients, persons in care or custody, or the public. (b) Where such potential exists: (1) employees at those worksites or in those work situations shall receive training in the recognition and management of such incidents; (2) physical and procedural measures for the protection of employees, applicable to those worksites or work situations, shall be implemented. (c) The Permanent Occupational Health and Safety Committee shall be consulted regarding the curriculum of training and the applicable physical and procedural measures referred to in (b) above. (d) The Permanent Joint Occupational Health and Safety Committee shall jointly develop a new or approve an existing training package on risk assessment. (e) Employees shall be informed concerning the potential for physical violence or verbal abuse from clients, a student, instructors or other members of the public, subject to statutory limitation. (f) Immediate critical incident stress debriefing and post traumatic counselling shall be made available for employees who have suffered as a result of violence. Leave required to attend such debriefing or counselling sessions will be without loss of pay.

  • 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.

  • Respectful Workplace a. The Employer is committed to taking appropriate measures to create and maintain a workplace that is respectful and free from inappropriate workplace behavior for all Agency employees pursuant to the statewide policy titled ‘Maintaining a Professional Workplace Policy’ (50.010.03). b. If an Agency employee believes an Agency employee, supervisor or manager has violated the statewide policy titled ‘Maintaining a Professional Workplace’ (50.010.03), the employee shall submit a complaint pursuant to the process outlined in the policy. The Agency complaint form will be accessible to all employees both online and through the Agency’s Human Resources Office. c. The employee may have a Union representative present during regular work hours when reporting inappropriate workplace behavior and through the process outlined in this section. d. The Agency shall investigate the complaint and shall provide a written response to the employee filing the complaint within thirty (30) calendar days of the complaint being filed. When circumstances warrant it, the Agency may take additional time to complete the investigation in blocks of additional thirty (30) calendar days with notice to the Union. The response will include whether the complaint was substantiated and any relevant non confidential information pertaining to the remedial steps taken, if any. Repeated behavior or conduct shall be reported to the Agency Human Resource Office. e. For purposes of this Section, the grievance procedure in Subsection 6 replaces the grievance procedure outlined in the local agreement. (1) If the employee who filed the complaint believes that the Agency did not respond to the complaint or the complaint process was not followed, the Union, on behalf of the employee, may file a grievance directly with the Agency Head. The Agency Head or designee shall respond to the grievance within thirty (30) calendar days from the date of receipt of the grievance. (2) If the employee continues to believe the Agency did not respond to the complaint or did not follow the complaint process, the Union, on behalf of the employee may, within fifteen (15) calendar days of the Agency Head or designee’s response, file the grievance with the Department of Administrative Services Labor Relations Unit. The grievance will be investigated and a response provided within thirty (30) calendar days from the date the grievance was appealed to the Department of Administrative Services. (3) If the Department of Administrative Services Labor Relations Unit’s response did not respond to the complaint or did not address whether the complaint process was followed, the Union may, within fifteen (15) calendar days, file an arbitration request with the Department of Administrative Services and send a copy to the Employment Relations Board asking for a list of seven

  • Workplace Safety The parties to this Agreement commit themselves to achieving the highest possible standards of occupational health and safety including adherence to the consultative and issue resolution processes included herein. Participation in and support for building and construction industry initiatives to improve construction industry standards in occupational health and safety will form an important part of this commitment. Observance of relevant Acts, Regulations, and Codes of Practice are the minimum level acceptable to enable employers and employees to meet their responsibilities and to work safely and follow health and safety rules in their workplace. On all sites there will be developed a site safety plan and job specific ‘job safety analysis’ to identify and manage the risks associated with work on each particular site. Such safety plan will include suitable procedures for personnel/material access, and site evacuation procedures. The Incolink Safety Handbook ‘SAFE’ (as amended) is endorsed by this Agreement as a proper guide and reference source for safety management and control of risks. 1) The parties agree that the WorkSafe Australia Guidance Notes on Material Safety Data Sheets shall be observed at all times. 2) Hearing tests: Audiometric tests should be conducted within two months of a person commencing employment, and thereafter at intervals of two years.

  • COMMERCIAL REUSE OF SERVICES The member or user herein agrees not to replicate, duplicate, copy, trade, sell, resell nor exploit for any commercial reason any part, use of, or access to 's sites.

  • DRUG-FREE WORKPLACE REQUIREMENTS Contractor will comply with the requirements of the Drug-Free Workplace Act of 1990 and will provide a drug-free workplace by taking the following actions: a. Publish a statement notifying employees that unlawful manufacture, distribution, dispensation, possession or use of a controlled substance is prohibited and specifying actions to be taken against employees for violations. b. Establish a Drug-Free Awareness Program to inform employees about: 1) the dangers of drug abuse in the workplace; 2) the person's or organization's policy of maintaining a drug-free workplace; 3) any available counseling, rehabilitation and employee assistance programs; and, 4) penalties that may be imposed upon employees for drug abuse violations. c. Every employee who works on the proposed Agreement will: 1) receive a copy of the company's drug-free workplace policy statement; and, 2) agree to abide by the terms of the company's statement as a condition of employment on the Agreement. Failure to comply with these requirements may result in suspension of payments under the Agreement or termination of the Agreement or both and Contractor may be ineligible for award of any future State agreements if the department determines that any of the following has occurred: the Contractor has made false certification, or violated the certification by failing to carry out the requirements as noted above. (Gov. Code §8350 et seq.)

  • 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.

  • Drug-Free Workplace Contractor represents and warrants that it shall comply with the applicable provisions of the Drug-Free Work Place Act of 1988 (41 U.S.C. §701 et seq.) and maintain a drug-free work environment.

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