Discrimination & Harassment Prevention Policy Sample Clauses

Discrimination & Harassment Prevention Policy. The Company shall provide a copy of the Fairmont Hotels & Resorts Discrimination & Harassment Prevention Policy in effect to all newly hired employees. Both parties shall ensure that all employees occupying a scheduled position shall adhere to and be governed by said policy. The Company shall ensure that the employees occupying an excepted position shall adhere to and be governed by said policy. Any amendments to said policy shall be consistent with the present Article and a copy shall be provided to all employees and shall be forwarded to the Local Chairperson and to the National Representative of the Union.
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Discrimination & Harassment Prevention Policy. The Company shall provide a copy of the Hotels Resorts Discrimination Harassment Prevention Policy in effect to all newly hired employees. Both parties shall ensure that all employees occupying a scheduled position shall adhere to and be governed by said policy. The Company shall ensure that the employees occupying an excepted position shall adhere to and be governed by said policy. Any amendments to said policy shall be consistent with the present Article and a copy shall be provided to employees and shall be forwarded to the Local Chairperson and to the National Representative of the Union. DISCRIMINATIONis defined as the denial of equal treatment in employment because of a prohibited ground under legislation. HARASSMENT is defined as any course of conduct, comment or gesture relating to a person's race, age, disability or other prohibited ground, that is known, or ought reasonably to be known, to be unwelcome, or that is likely to cause offence or humiliation to any employee. POISONED WORK is defined as a work environment that is "poisoned" or negatively affected by discriminatory or harassing conduct based on a prohibited ground, even if not directed at a specific individual. SEXUAL HARASSMENT is defined as any course of conduct, comment, gesture or contact of a sexual nature that is known, or ought reasonably to be known, to be unwelcome, or that is likely to cause offence or humiliation to any employee. COLLECTIVE AGREEMENT BETWEEN EMPRESSAND CAW-CANADAL, OCAL Any complaint involving allegations of discrimination, harassment or a complaint arising out of the “Letter of Agreement re: Nature of Communication” may be reported in confidence directly to the Manager, the Company’s Director, Human Resources and/or the Local Chairperson or President. All complaints will be jointly investigated promptly, thoroughly and in a manner that protects the privacy interest of all involved the accused offender as well as the complainant. The of the complainant or the accused offender or the circumstances related to the complaint will not be disclosed except where disclosure is necessary for the purpose of investigatingthe complaint or taking related corrective actions. The individual accused of harassment has the right to know and respond to all allegations. The Company will take the actions it considers appropriate to resolve the complaint. Should the complainant decide appropriate action has not been taken, a grievance may be filed with the Local Chairperson and adm...
Sample 1
Discrimination & Harassment Prevention Policy. (2005) 27.1 The Company and the Union agree that discrimination and/or harassment of any employee because of race, colour, ancestry, place of origin, political belief, religion, marital status, family status, physical or mental disability, sex, sexual orientation or age of that person or because that person has been convicted of a criminal or summary conviction offense that is unrelated to the employment or to the intended employment of that person is absolutely prohibited. Every employee has the right to work in an environment, free from discrimination and harassment including sexual harassment based on the above stated prohibited grounds. Action contravening this policy will constitute grounds for corrective actions. 27.2 The Company shall provide a copy of the Fairmont Hotels & Resorts Discrimination & Harassment Prevention Policy in effect to all newly hired employees. Both parties shall ensure that all employees occupying a scheduled position shall adhere to and be governed by said policy. The Company shall ensure that the employees occupying an excepted position shall adhere to and be governed by said policy. Any amendments to said policy shall be consistent with the present Article and a copy shall be provided to all employees and shall be forwarded to the Local Chairperson and to the National Representative of the Union.
Sample 1

Related to Discrimination & Harassment Prevention Policy

  • Non-Discrimination Policy PBA Membership

  • 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.

  • 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 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.

  • 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.

  • 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.

  • 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.

  • 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.

  • Anti-Discrimination Clause The contractor agrees: (a) to comply with the Kansas Act Against Discrimination (K.S.A. 44-1001 et seq.) and the Kansas Age Discrimination in Employment Act (K.S.A. 44-1111 et seq.) and the applicable provisions of the Americans With Disabilities Act (42 U.S.C. 12101 et seq.) (ADA) and to not discriminate against any person because of race, religion, color, sex, disability, national origin or ancestry, or age in the admission or access to, or treatment or employment in, its programs or activities; (b) to include in all solicitations or advertisements for employees, the phrase "equal opportunity employer"; (c) to comply with the reporting requirements set out at K.S.A. 44-1031 and K.S.A. 44-1116;

  • ANTI-DISCRIMINATION It is the policy of the District that in connection with all work performed under Contracts there be no discrimination against any employee engaged in the work because of race, color, ancestry, national origin, religious creed, physical disability, medical condition, marital status, sexual orientation, gender, or age and therefore the Consultant agrees to comply with applicable Federal and California laws including, but not limited to the California Fair Employment and Housing Act beginning with Government Code Section 12900 and Labor Code Section 1735 and District policy. In addition, the Consultant agrees to require like compliance by all of its subcontractor(s).

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