DISCRIMINATION AND SEXUAL HARASSMENT Sample Clauses

DISCRIMINATION AND SEXUAL HARASSMENT. USC and Cruise Line have a zero-tolerance policy regarding discrimination and sexual harassment. Unlawful discrimination occurs when an individual’s protected characteristic is used as a basis for adverse decisions affecting that individual. Prohibited discrimination includes, but is not limited to, sexual harassment and sexual violence. Discrimination encompasses a wide range of conduct including all forms of unwelcome verbal, physical and visual conduct and displays that are based on any of the above- mentioned protected characteristics and which interfere with performance and/or create an offensive or hostile environment. Following are some examples that may constitute harassment:
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DISCRIMINATION AND SEXUAL HARASSMENT. 4.01 The parties agree that the rights and obligations stipulated in the Quebec Charter of Human Rights and Freedoms are an integral part of this collective agreement.
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DISCRIMINATION AND SEXUAL HARASSMENT. 19:01 The company agrees that it shall be bound by the Ontario Human Rights Code and that there shall be no discrimination, interference, restriction, harassment, coercion or reprisal exercised or practised with respect to any employee, by reason of age; race, creed, colour, national origin, political or religious affiliation or beliefs, political, gender, sexual orientation, marital status, family status, or disability where the disability does not prevent the usual performance of the required duties of the position; or educational background. Neither shall there be discrimination by reason of the exercise of any of the rights contained in this Collective Agreement. This shall apply in the matter of wage rates, training, upgrading, promotion, transfer, layoff, recall, discipline, discharge or otherwise. Every employee is protected from, and shall not engage in sexual harassment, personal harassment, psychological harassment, workplace bullying or violence in the workplace.
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DISCRIMINATION AND SEXUAL HARASSMENT. (a) No discrimination shall be shown an employee active in the affairs of the Union. Should an occasion arise as to doubt the reasons for discharge the Union shall be permitted to investigate.
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DISCRIMINATION AND SEXUAL HARASSMENT. Collaborator agrees to abide with WSU policies pertaining to discrimination and sexual harassment as published on the WSU web site at: xxxx://xxx.xxx.xxx/~forms/HTML/EPM/EP15_Discrimination_and_Sexual_Harassment.htm
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DISCRIMINATION AND SEXUAL HARASSMENT. Complaint Procedures
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DISCRIMINATION AND SEXUAL HARASSMENT. The aim of the Company is to provide a work environment free from all types of discrimination and sexual harassment for all Employees fully supporting the Sex Discrimination Act 1984 and the Anti Discrimination Act 1977. The Company fully complies with all applicable requirements of the federal and state legislation on discrimination, including, but not limited to discrimination on the grounds of religion, national origin, marital status, gender, disability or age. There is an expressed commitment by the Company to prohibit discrimination against applicants or Employees in employment, promotion, demotion, transfer, recruitment, recruitment advertising, stand downs, termination, rates of pay and other forms of compensation, and selection for training. Sexual harassment is unacceptable behaviour, which is not asked for and can take many forms, obvious or subtle, direct or indirect. It can include, but is not limited to display of sexually suggestive, offensive degrading material, computer screen savers and e-mail, sexually suggestive looks and comments, wolf whistling or physical contact and indecent assault. Should there be an occurrence where a complaint of discrimination or sexual harassment has been received, the Company consultative committee where it has been established shall be responsible for assessing and reviewing the complaint matter, with the complete co-operation of management. Any alleged complaint of discrimination or sexual harassment will be handled with utmost confidentiality, fairly and expeditiously, for all those involved.
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DISCRIMINATION AND SEXUAL HARASSMENT 
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Related to DISCRIMINATION AND SEXUAL HARASSMENT

  • Discrimination and Harassment 7.13 All members of the Appointments Committee shall be given access to information about the content and application of relevant federal and provincial legislation, ad 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 Chief 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 Human Rights Office for assistance.

  • 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.

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

  • NON-DISCRIMINATION/HARASSMENT The District prohibits the unlawful harassment of its classified employees and will investigate and take appropriate measures, in accordance with the law, to ensure that unlawful harassment does not occur.

  • DISCRIMINATION AND COERCION A. The Employer and the Union agree that there shall be no discrimination against any employee because of age, race, creed, color, religion, marital status, sex, national origin, political affiliation, sexual preference and physical or mental handicap.

  • 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.

  • NO DISCRIMINATION/HARASSMENT 6.01 The Company and the Union agree that there shall be no discrimination, interference, restriction or coercion exercised or practised with respect to any employee by reason of age, marital status, sex, race, creed, colour, national origin, political or religious affiliation, handicap, sexual orientation nor by reason of Union membership or position in the Union. Prohibited grounds shall be interpreted in accordance with and subject to the provisions of the Human Rights Code.

  • 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.

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