Harassment Sample Clauses

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.

Harassment. The union and the employer recognize the right of employees to work in an environment free from harassment and undertake to take all reasonable and appropriate actions to xxxxxx such an environment. Harassment in the work place includes, but is not limited to, threats or a pattern of aggression, insulting or demeaning behaviour by a person in the workplace, where the person knows or reasonably ought to know that their behaviour is likely to create an intimidating or hostile workplace environment.

Harassment any unwanted offensive or threatening behavior, which is linked to one or more of the below characteristics when: a) Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment or eligibility for services; b) Submission to or rejection of such conduct by an individual is used as the basis for employment or service decisions affecting such individual; or c) Such conduct has the purpose or effect of substantially interfering with an individual’s work performance, or of creating an intimidating, hostile or offensive work or service delivery environment, which adversely affects an individual’s opportunities. Harassing behavior may include, but is not limited to, demeaning or stereotypical comments or slurs, ridicule, jokes, pranks, name calling, physical or verbal aggression, gestures, display or possession of sexually graphic materials, cartoons, physical contacts, explicit or implicit threats separate from supervisory expressions of intention to use the disciplinary process as a consequence of continued inappropriate behavior, malicious gossip or any other activity that contributes to an intimidating or hostile work environment. Sexually harassing behavior is unwelcome behavior of a sexual nature toward males or females which may include, but, is not limited to, physical contact, sexual advances or solicitation of favors, comments or slurs, jokes, pranks, name calling, gestures, the display or possession of sexually graphic materials which are not necessary for business purposes, malicious gossip and verbal or physical behaviors which explicitly or implicitly have a sexual connotation. Harassment is illegal when it is a form of discrimination based upon age, disability, association with a person with a disability, national origin, race, ancestry or ethnic background, color, record of arrest or conviction which is not job-related, religious belief or affiliation, sex or sexual orientation, marital status, military participation, political belief or affiliation, and use of a legal substance outside of work hours.

Harassment. ‌ (a) The Employer and the Union recognize the right of employees to work in an environment free from harassment. The parties agree to xxxxxx and promote such an environment. (b) The parties agree that substantiated cases of harassment may be cause for discipline, up to and including dismissal. (c) Harassment is defined as deliberate actions, that ought reasonably to be known as unwelcome by the recipient and which serve no legitimate work related purpose, toward an individual or individuals by the employees, or the Employer, on any of the prohibited grounds of discrimination under the Human Rights Code of British Columbia including: age, race, sex, sexual orientation, national or ethnic origin, colour, religion, disability, marital status, family status, political beliefs or conviction of a criminal or summary offence unrelated to employment; (d) Protection against harassment extends to incidents occurring at or away from the workplace, during or outside working hours, and includes incidents related to client, resident, patient or visitor contact, provided the acts are committed within the course of the employment relationship.

Harassment. There shall be no Harassment or Sexual Harassment exercised against or by any Member.

Harassment. The Employer and the Union agree that no form of harassment shall be condoned in the workplace and it is further agreed that both parties will work together in recognizing and dealing with such problems, should they arise. Situations involving harassment shall be treated in strict confidence by both the Employer and the Union. The definition of harassment shall consist of the definition contained in the Human Rights Code and The Workplace Safety and Health Act and shall further include the definition of harassment set out in the Respectful Workplace Policy as may be amended by the Employer from time to time.

Harassment. (a) The Employer, the employees and the Union recognize the right of all persons employed at the hospital to work in an environment free from unwanted personal harassment, sexual harassment or abuse of authority, and agree that any of the aforementioned actions will not be tolerated in the workplace. (b) Cases of proven personal harassment, sexual harassment or abuse of authority by a person employed in the hospital is considered a disciplinary infraction and will be dealt with as such. (a) Personal harassment means any improper behavior by a person employed in the hospital that is directed at and offensive to another person employed in the hospital, and which the first person knew or ought reasonably to have known would be unwelcome. Personal harassment comprises objectionable conduct, comment or display that demeans, belittles or causes personal humiliation, or embarrassment to the recipient. This includes harassment as described in Section 14 of the Yukon Human Rights Act. (b) Sexual harassment means any conduct, comment, gesture or contact of a sexual nature: (i) That might reasonably be expected to cause offense or humiliation; or (ii) That might reasonably be perceived as placing a condition of a sexual nature on employment or on any opportunity for training or promotion. (c) Abuse of authority means an individual’s improper use of power and authority inherent in the position held, by means of intimidation, threats, blackmail or coercion. This comprises actions which endanger an employee’s job, undermine an employee’s ability to perform the job or threaten the economic livelihood of an employee. However, it shall not include the legitimate exercise of an individual’s supervisory power or authority. (a) Any level in the grievance procedure shall be waived if a person hearing the grievance is the subject of the complaint. (b) Grievances under this Article will be handled with all possible confidentiality and dispatched by the Union and the Employer. 13.04 An alleged offender shall be given notice of the substance of a complaint under this Article and shall be given notice of and be entitled to attend, participate in, and be represented at any grievance hearing or any arbitration under this Collective Agreement.

Harassment. ‌ The Association and the Employer recognize the right of employees to work in an environment free from harassment, including sexual harassment, and the Employer shall take such actions as are necessary with respect to any person employed by the Employer engaging in sexual or other harassment in the workplace.

Harassment. A. Employees shall be free from unnecessary, spiteful, or negative criticism or complaints by administrators and/or other persons. Under no conditions shall management representatives express such complaints or criticisms concerning an employee in the presence of other employees, students, or parents, nor shall anonymous complaints be processed. B. Employees should not be subjected to harassment, abusive language, upbraiding, insults, or interference by a parent or other persons in the performance of the employee's duties.

Harassment. The parties acknowledge that any member of the York University community who uses the authority of his/her position or role within the University to harass others, sexually or otherwise, is committing an abuse of authority.