Discrimination or Harassment Complaints Sample Clauses

Discrimination or Harassment Complaints. ‌ A staff member shall normally seek confidential consultation or make an informal complaint of personal harassment or discrimination to the University’s Equity and Human Rights Office (“the Office”) under the University Discrimination and Harassment Policy. The informal resolution of the grievance procedure set out under Article 9.01 or any other procedure acceptable to all concerned may be used instead. Participation in such procedures will be without prejudice to all parties and will not prejudice the rights of employees to invoke the formal grievance procedure under Article 9. The matter may not be grieved once a formal complaint has been filed under the Policy, nor may the matter be formally referred to the Office under the Policy once a grievance is filed under Article 9. For greater clarity, the parties agree to the following guidelines in the event of a harassment complaint affecting any staff member in the PEA bargaining unit: a) A staff member will be informed through this collective agreement that PEA representation is available during the procedures for either informal or formal complaints made under the Policy. b) Where a staff member wishes to make a formal complaint under the Harassment Policy, the Association will normally process the complaint as a formal grievance under Article 9 of the Collective Agreement. As an alternative, a formal complaint may be made under the Policy or any other procedure acceptable to all concerned, including the Association, and by agreeing to an alternative the right to file a grievance is waived.
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Discrimination or Harassment Complaints. A. Members of the bargaining unit are covered by the provisions of the Xxxxxxx Discrimination and Harassment Policy set forth in the Xxxxxxx Employee Manual (GEM) (Chapter 2 dated February 16, 2017) or subsequent revisions agreed upon by the Association through the GEM bargaining change and approval process. B. The City’s Police Department has a well-defined procedure in General Order 5.9 for the investigation of complaints regarding Department rule violations. C. The parties agree that investigations regarding complaints of discrimination or harassment directed at bargaining unit members will be conducted according to Police Department Internal Investigation Procedures as they currently exist or are subsequently bargained as required by PECBA and applicable law. The lead investigator will be a Department member and the assisting investigator will be a member, or designee, of the Human Resources Department. D. The results of the investigation will be submitted to the Human Resources Director for review and written comment. The review will be completed no later than fourteen (14) days from the receipt of the investigation results, unless the Human Resources Director notifies the Chief of Police, in writing, of the need for additional time. The Human Resources Director will then forward the investigative package to the Chief of Police for final disposition. E. Records regarding the investigation will be filed in accordance with Department policies as they currently exist or are subsequently bargained as required by PECBA and will be disposed of according to the retention schedule as established by the State Archivist regarding this type of investigation; provided, however, that disposition of such records under this provision shall not affect the right or obligation of the City Attorney’s Office to retain copies of such records in anticipation of litigation against the City. F. Complaints of harassment, retaliation or discrimination may be submitted either in accordance with Department policies as they currently exist or are subsequently bargained as required by the PECBA or with the City’s Discrimination and Harassment Policy. G. Nothing in this section shall relieve a supervisor from responsibility for handling complaints regarding discrimination or harassment at the supervisory level of authority. The remaining provisions of the Xxxxxxx Employee Manual (formerly the Xxxxxxx Administrative Rules) will continue to apply, unless superseded by this Collective...
Sample 1
Discrimination or Harassment Complaints. A. Members of the Association are covered by the provisions of the Gresham Discrimination and Harassment Policy set forth in the Gresham Employee Manual (GEM) (Chapter 2 dated June 1, 2011) B. The City’s Police Department has a well-defined procedure in General Order 5.9 for the investigation of complaints regarding Department rule violations. C. The parties agree that investigations regarding complaints of discrimination or harassment directed at Association members will be conducted according to Police Department General Order 5.9,
Sample 1
Discrimination or Harassment Complaints. A. Members of the Association are covered by the provisions of the Xxxxxxx Discrimination and Harassment Policy set forth in the Xxxxxxx Employee Manual (GEM) (Chapter 2 dated June 1, 2011) B. The City’s Police Department has a well-defined procedure in General Order 5.9 for the investigation of complaints regarding Department rule violations. C. The parties agree that investigations regarding complaints of discrimination or harassment directed at Association members will be conducted according to Police Department General Order 5.9, Internal Investigation Procedure. The lead investigator will be a Department member and the assisting investigator will be a member, or designee, of the Human Resources Department. D. The results of the investigation will be submitted to the Human Resources Director for review and written comment. The review will be completed no later than fourteen (14) days from the receipt of the investigation results, unless the Human Resources Director notifies the Chief of Police, in writing, of the need for additional time. The Human Resources Director will then forward the investigative package to the Chief of Police for final disposition. E. Records regarding the investigation will be filed in accordance with General Order
Sample 1
Discrimination or Harassment Complaints. 37.01 The parties recognize the importance of creating and maintaining a work environment free of discrimination and harassment. There will be no discrimination, harassment, restriction or coercion practiced by either party in respect of any employee. 37.02 Harassment is conduct or comments, which are intimidating, threatening, demeaning or abusive and may be accompanied by direct or implied threats to status or job. Harassment has the impact of creating a work environment that is hostile and limits employees in their pursuit of work goals. 37.03 Discrimination is any act or omission based on age, race, colour, creed, national origin, political or religious belief, sex, sexual orientation, marital status, physical disability or in respect of an employee’s or Employer’s exercising any right conferred under this Agreement or any law of Canada or Alberta. 37.04 The behavior that constitutes discrimination and harassment may be physical or psychological in nature. It may be one incident or a series of incidents. 37.05 In any situation where an employee files a complaint of harassment or discrimination, the Employer will take whatever steps are necessary to ensure that the employee is not required to be in contact with the respondent to the complaint until the matter has been resolved. 37.06 An employee who believes that s/he has been harassed or discriminated against will first discuss the matter with the Director of Operations to determine if an informal resolution to the situation is possible. If informal resolution is not possible, the employee will formally lodge a complaint in writing with the Director of Operations. 37.07 Within ten (10) days of being presented with a formal complaint, the Director of Operations will begin an investigation into the complaint. If, in the Director of Operation’s opinion the situation warrants, s/he will appoint an independent investigator to conduct the investigation into the complaint. The results of the investigation will be made available to the employee and the respondent within thirty (30) days of the investigation’s commencement. 37.08 If the investigation indicates that harassment or discrimination did occur, the Director of Operations will ensure that whatever steps are necessary to resolve the incident or situation are implemented. 37.09 If the employee is dissatisfied with the results of the investigation or with the steps taken to resolve the matter, s/he may file a grievance at Step 3 of the Dispute Resolution ...
Sample 1
Discrimination or Harassment Complaints. 37.01 The parties recognize the importance of creating and maintaining a work environment free of discrimination and harassment. There will be no discrimination, harassment, restriction or coercion practiced by either party in respect of any employee.
Sample 1
Discrimination or Harassment Complaints. A staff member shall normally seek confidential consultation or make an informal complaint of personal harassment or discrimination to the University’s Office for Prevention of Discrimination and Harassment (“the Office”) under the University Discrimination and Harassment Policy. The informal resolution of the grievance procedure set out under Article 9.01 or any other procedure acceptable to all concerned may be used instead. Participation in such procedures will be without prejudice to all parties and will not prejudice the rights of employees to invoke the formal grievance procedure under Article 9. The matter may not be grieved once a formal complaint has been filed under the Policy, nor may the matter be formally referred to the Office under the Policy once a grievance is filed under Article 9.
Sample 1
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Related to Discrimination or Harassment Complaints

  • 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.

  • 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 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.

  • Discrimination Prohibited The Landlord shall not discriminate based upon race, color, creed, religion, national origin, sex, marital status, age, handicap, or disability, familial status or recipients of public assistance; and shall comply with all nondiscrimination requirements of Federal, State and local law.

  • Discrimination Respondent and any potential subcontractors shall comply with all Federal statutes relating to nondiscrimination. These include, but are not limited to: a) Title VI of the Civil Rights Act of 1964 (P.L. 88-352), which prohibits discrimination on the basis of race, color, or national origin; b) Title IX of the Education Amendments of 1972, as amended (20 U.S.C. §§1681-1683, and 1685- 1686), which prohibits discrimination on the basis of sex; c) Section 504 of the Rehabilitation Act of 1973, as amended (29 U.S.C. §794), which prohibits discrimination on the basis of handicaps; d) The Age Discrimination Act of 1975, as amended (42 U.S.C. §§6101- 6107), which prohibits discrimination on the basis of age; e) The Drug Abuse Office and Treatment Act of 1972 (P.L. 92-255), as amended, relating to nondiscrimination on the basis of drug abuse; f) The Comprehensive Alcohol Abuse and Alcoholism Prevention, Treatment and Rehabilitation Act of 1970 (P.L. 91-616), as amended, relating to nondiscrimination on the basis of alcohol abuse or alcoholism; g) Sections 523 and 527 of the Public Health Service Act of 1912 (42 U.S.C. §§290 dd-3 and 290 ee-3), as amended, relating to confidentiality of alcohol and drug abuse patient records; h) Title VIII of the Civil Rights Act of 1968 (42 U.S.C. §§3601 et seq.), as amended, relating to nondiscrimination in the sale, rental, or financing of housing; i) Any other nondiscrimination provisions in the specific statute(s) under which application for Federal assistance is being made; and j) The requirements of any other nondiscrimination statute(s) that may apply to the application.

  • 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.

  • 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.

  • 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).

  • RETALIATION The Landlord is prohibited from making any type of retaliatory acts against the Tenant including but not limited to restricting access to the Premises, decreasing or cancelling services or utilities, failure to repair appliances or fixtures, or any other type of act that could be considered unjustified.

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