Harassment Advisors Sample Clauses

Harassment Advisors. Harassment Advisors are people trained to explain the options available to the Complainant and to recommend a course of action to the Complainant. They have no authority to investigate a complaint or to attempt to mediate a resolution. The listed Harassment Advisors will reflect the diversity of the workforce. The criteria for and selection of Harassment Advisors will be mutually agreed to between the parties. A current list of Harassment Advisors will be maintained on the Intranet.
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Harassment Advisors i. To determine whether a harassment complaint may be warranted, faculty members may use the services of a Harassment Advisor. DocuSign Envelope ID: 6600CF9A-51A5-4EFE-B6E5-09D9858EB586
Sample 1
Harassment Advisors. The role of the advisors is to assist in assuring that all employees can work in a comfortable working environment, free from harassment. Advisors deal with harassment complaints and inquiries, and provide emotional support. If the complainant wants to initiate a written complaint, the advisor will investigate, and if warranted, file a written report. In addition, the harassment advisors are to assist in increasing awareness of harassment issues, educating staff concerning this policy, implementing this policy, recommending harassment policy revisions, and if required, referral of individuals to an appropriate agency. There will be two (2) harassment advisors. One (1) of the two (2) harassment advisors is a member of the Board of Directors, and is chosen by the Board. The other is a member of the staff, and is chosen by all staff members. Both advisors serve a minimum term of two (2) years. One (1) alternate advisor will be chosen at the same time as the regular advisors to stand-in if any of the advisors are not available (vacation, leave of absence, etc.).
Sample 1

Related to Harassment Advisors

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

  • 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 / HARASSMENT 22.01 The parties agree to comply with their obligations under the Ontario Human Rights Code.

  • 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.

  • 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.

  • 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.

  • 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.

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