DISCRIMINATION AND HARASSMENT POLICY Sample Clauses

DISCRIMINATION AND HARASSMENT POLICY. The City of Stockton has a Discrimination and Harassment Policy (Exhibit C). The purpose of this policy is to reaffirm the CITY’s commitment to demonstrating respect for all individuals by strictly prohibiting discrimination and harassment, including sexual harassment in the workplace, to define the types of behavior and conduct prohibited by this policy, and to set forth a procedure for reporting, investigating, and resolving complaints of discrimination and harassment in the workplace.
Sample 1Sample 2Sample 3See All (18)
AutoNDA by SimpleDocs
DISCRIMINATION AND HARASSMENT POLICY. See applicable Administrative Policy No. 16.028.
Sample 1Sample 2Sample 3See All (5)
DISCRIMINATION AND HARASSMENT POLICY. 5401 Policy A. It is the policy of the City that all employees are to be treated with respect and dignity. B. Actual or perceived discrimination and/or harassment of an employee by a supervisor, management employee and/or co-worker on the basis of race, religious creed, color, national origin, ancestry, disability, medical condition, marital status, sex, sexual orientation, or age will not be tolerated. C. The guidelines of this policy refer to unwanted attention from supervisors and/or co-workers to employees, to protect employees from harassment or other unwanted attention and/or action. D. The City has an affirmative duty to maintain a working environment that is free from harassment. E. It is inappropriate to use words, gestures, and actions which tend to annoy, alarm, or abuse another person or has the effect of creating an intimidating, hostile or offensive working environment or unreasonably interferes with an individual’s work performance. F. Disciplinary action up to and including termination will be instituted for violation of this policy. 5402 Harassment – Definition: Harassment included, but is not limited to: X. Xxxxxx Harassment – For example, epithets, derogatory comments or slurs on the basis of race, religious creed, color, national origin, ancestry, physical disability, medical condition, marital status, sex, sexual orientation, age, or denial of family and medical care leave and denial of pregnancy disability leave.
Sample 1Sample 2
DISCRIMINATION AND HARASSMENT POLICY. The City of Stockton has a Discrimination and Harassment Policy (Exhibit C). The purpose of this policy is to reaffirm the CITY’s commitment to demonstrating respect for all individuals by strictly prohibiting discrimination and harassment, including sexual harassment in the workplace, to define the types of behavior and conduct prohibited by this policy, and to set forth a procedure for reporting, investigating, and resolving complaints of discrimination and harassment in the workplace. DIGESTER WALL REPAIRS, PROJECT NO. M43000 Page 3 of 6
Sample 1
DISCRIMINATION AND HARASSMENT POLICY. 5401 Policy A. It is the policy of the City that all employees are to be treated with respect and dignity. B. Actual or perceived discrimination and/or harassment of an employee by a supervisor, management employee and/or co-worker on the basis of race, religious creed, color, national origin, ancestry, disability, medical condition, marital status, sex, gender, gender identity, gender expression, genetic information, military or veteran status, sexual orientation, or age, and/or any other protected classification as defined in applicable state and federal law will not be tolerated. C. The guidelines of this policy refer to unwanted attention from supervisors and/or co-workers to employees, to protect employees from harassment or other unwanted attention and/or action. D. The City has an affirmative duty to maintain a working environment that is free from harassment. E. It is inappropriate to use words, gestures, and actions which tend to annoy, alarm, or abuse another person or has the effect of creating an intimidating, hostile or offensive working environment or unreasonably interferes with an individual’s work performance. F. Disciplinary action up to and including termination will be instituted for violation of this policy. 5402 Harassment – Definition: Harassment included, but is not limited to: X. Xxxxxx Harassment – For example, epithets, derogatory comments or slurs on the basis of race, religious creed, color, national origin, ancestry, physical disability, medical condition, marital status, sex, gender, gender identity, gender expression, genetic information, military or veteran status, sexual orientation, age, or denial of family and medical care leave and denial of pregnancy disability leave.
Sample 1
DISCRIMINATION AND HARASSMENT POLICY. The City of Stockton has a Discrimination and Harassment Policy (Exhibit C). The purpose of this policy is to reaffirm the CITY’s commitment to demonstrating respect for all individuals by strictly prohibiting discrimination and harassment, including sexual harassment in the workplace, to define the types of behavior and conduct prohibited by SANITARY SEWER PUMP STATIONS AND FORCEMAINS CATHODIC PROTECTION IMPROVEMENTS, PROJECT NO. M17014 PAGE 3 OF 6 this policy, and to set forth a procedure for reporting, investigating, and resolving complaints of discrimination and harassment in the workplace.
Sample 1
DISCRIMINATION AND HARASSMENT POLICY. It is the objective of the Employer to provide a positive working environment that allows employees to perform to their fullest potential. The Human Rights Code prohibits discrimination and harassment on a number of grounds including age, race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, marital status, same-sex partnership status, family status, record of offences or disability. The Employer is committed to complying with the Human Rights Code and believes that compliance is fundamental to achieve its objective of enabling employees to perform to their fullest potential. As set out in this policy, it is the Employer=s commitment to maintain an environment free from any discrimination and harassment that is prohibited by the Human Rights Code. It is the responsibility of each employee to xxxxxx and encourage an environment free from discrimination and harassment and to take appropriate steps in the event of a contravention of this policy. The Employer will investigate and respond to any complaint of discrimination or harassment and will take remedial action as necessary and appropriate. Employees who contravene this policy may be subject to penalties up to and including dismissal. Disciplinary action may also be taken against employees who are aware of any contravention of this policy, but who do not notify management of such contravention. It is important for employees to ensure that, by their action (or inaction), they do not condone any form of discrimination or harassment. The prohibitions against discrimination and harassment set forth in this policy apply not only to ensure that employees are treated fairly but also to ensure that non- employees are treated fairly when they come into contact with employees during the course of their employment. Accordingly, it is expected that employees will comply with this policy when dealing with outsiders such as vendors and customers. Ensuring freedom from discrimination and harassment is not limited to the workplace location or work hours. Prohibition against workplace discrimination and harassment extends to company sponsored events and business trips.
Sample 1
AutoNDA by SimpleDocs
DISCRIMINATION AND HARASSMENT POLICY. ‌ The City’s Personnel Manual and Policies, as adopted or revised, regarding Discrimination and Harassment shall apply to Employees in the Association during the term of this Agreement.
Sample 1
DISCRIMINATION AND HARASSMENT POLICY. During the term of this Agreement, Employees in the bargaining unit shall be covered in accordance with the City’s Manual of Personnel Policies regarding Discrimination and Harassment Policy, as adopted or revised. Date
Sample 1

Related to DISCRIMINATION AND HARASSMENT POLICY

  • 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.

  • Harassment Policy It is the policy of CUPE as an Employer to ensure that the working environment is conducive to the performance of work and is such that employees are not hindered from carrying out their responsibilities. The Employer considers harassment in the work force to be a totally unacceptable form of intimidation and will not tolerate its occurrence. The Employer will ensure that victims of harassment are able to register complaints without reprisal. Harassment is a form of discrimination and includes personal harassment. Harassment shall be defined as any improper behaviour by a person which is offensive to any employee and which that person knows or ought reasonably to have known would be inappropriate or unwelcome. It comprises objectionable conduct, comment or display made on either a one-time or continuous basis that demeans, belittles or causes personal humiliation or embarrassment to an employee. The parties to this Agreement will work together to ensure that all employees, and CUPE members understand their personal responsibility to promote a harassment-free working environment. Appendix “U”, herein below shall be followed respecting matters referred to directly herein.

  • DISCRIMINATION AND COERCION 8.01 There shall be no discrimination or intimidation by the EMPLOYER or the UNION against any employee as a result of or because of such employee's race, color, creed, gender, disability or national origin all in accordance with applicable law, or membership in or non-membership in the UNION.

  • 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 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.

  • 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.

  • 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.

  • 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.

  • NO DISCRIMINATION OR HARASSMENT 14.01 There shall be no discrimination, interference, restriction, coercion, harassment, intimidation or any disciplinary action exercised or practiced with respect to an employee by reason of race, national or ethnic origin, colour, religion, age, sex, sexual orientation, marital status, family status, disability, conviction for which a pardon has been granted, or union affiliation. 14.02 Grievances arising from Article 14.01 shall first be dealt with through an alternate dispute resolution process (ADR) as agreed to by the parties. Once alternate dispute resolution mechanisms are agreed to by the parties, the grievance will be held in abeyance pending the results of the ADR process. Furthermore, employees are precluded from other avenues of redress, save and except applicable legislative procedures, until the ADR process has concluded. The ADR process shall not result in any unreasonable delay. 14.03 Any level in the grievance procedure shall be waived if a person hearing the grievance is the subject of the complaint.

  • 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.

Draft better contracts in just 5 minutes Get the weekly Law Insider newsletter packed with expert videos, webinars, ebooks, and more!