Harassment and Discrimination Policy Sample Clauses

Harassment and Discrimination Policy. The University’s Policy on Harassment and Discrimination, approved by the Board of Governors in July, 1998.
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Harassment and Discrimination Policy. NCH is committed to fostering a workplace where employees do not feel discriminated against or otherwise harassed. Harassment includes verbal, physical, sexual or visual conduct that creates an intimidating, offensive or otherwise hostile environment. All NCH employees are strictly prohibited from discriminating in recruiting, interviewing, hiring, firing, promoting, training, disciplining, establishing compensation and benefits, salaries and in other terms, conditions and privileges of employment based on ancestry, language, marital status, or sexual orientation. Failure to comply will subject any NCH employee to discipline up to, and including, termination. Any type of harassment should be reported to the Program Director, and/or the Director of Medical Education/DIO or his or her designee. Resident can also discuss incidents with the EAP, which will remain confidential.
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Harassment and Discrimination Policy. CJB is committed to maintaining a work environment that is free from all forms of discrimination or harassment. In keeping with this commitment, CJB will not tolerate discrimination or harassment by any person, including any manager, supervisor, co-worker, vendor, temporary or contract worker, client, or customer. CJB will not tolerate sexual harassment, harassment that is based on gender, race, color, sexual orientation, religion, national origin, veteran status, age, disability, or any other protected status. Harassm ent is prohibited, whether the harassment occurs in the workplace, at customer or vendor site, or at any other employment-related event or activity. Sexual harassment and other forms of harassment also violate fair employment laws. However, the offensive conduct need not be unlawful to violate CJB’s policy. It is the intent of this policy to prohibit all harassment, whether the conduct is severe enough to violate the law or not. Unlawful sexual harassment is defined as unwelcomed sexual advances, requests for sexual favors, or verbal or physical conduct of a sexual nature; (1) when such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance by creating an intimidating, hostile, or sexually offensive work environment; or (2) when submission to or rejection of such conduct, (a) is made either explicitly or implicitly a term or condition of employment, or (b) is used as a basis for employment decisions. It is not possible to list all circumstances that constitute unlawful harassment. Other inappropriate conduct that is not unlawful, but violates this policy, may include: • Sexual advances and/or requests for sexual favors • A request or offer to exchange sexual favors for actual or promised job benefit. • Inappropriate references to male or female anatomy • Written or verbal references to sexual conduct and/or inquiries or comments about another’s sex life. • Gossip regarding one’s sexual activities or prowess. • Repeated requests for dates • Leering, whistling, or touching. • Assault or coerced sexual activity. • Displaying sexually suggestive objects, pictures, cartoons, posters, drawings, text, or email messages • Telling sexual or racist jokes • Inappropriate remarks, epithets, derogatory statements, jokes, or slurs; especially those based on gender, race, color, religion, national origin, age, or disability. When an employee believes he/she has been subjected to conduct that violates this policy...
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Harassment and Discrimination Policy. The Employer will review proposed changes to the Anti-Harassment Policy with the Guild at a Guild-Management Committee meeting.
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Harassment and Discrimination Policy. 32.1 Subcontractor agrees to implement the Harassment and Discrimination Policy if required by the prime contract. Subcontractor agrees to comply with all Federal, State or other applicable laws or regulations relating to harassment and discrimination. Subcontractor agrees to indemnify and hold harmless Contractor and Owner from all costs, expenses (including legal and accounting fees and associated costs), fines, claims, suits, proceedings and other liabilities that Contractor or Owner incurs as a result of Subcontractor’s failing to comply herewith.
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Harassment and Discrimination Policy. Commitment of the Association and the Union The Orchestra London Canada Association and the London Musicians Association, AFM Local 279 are committed to providing a collegial working environment in which all individuals are treated with respect and dignity. Each individual has the right to work in a professional atmosphere which promotes equal opportunities and prohibits discriminatory practices. Workplace harassment or discrimination is offensive, degrading and threatening. The Orchestra London Canada Association and the London Musicians Association, AFM Local 279 have adopted this policy to make clear that workplace harassment will not be tolerated in the organization. The Association and the Union encourage the reporting of all incidents of workplace harassment or discrimination, regardless of who the offender may be. Individuals, regardless of their position within the Society, found to have engaged in conduct constituting workplace harassment or discrimination, may be severely disciplined. The Association and the Union recognize that employees may also be subjected to workplace harassment or discrimination by members of the public, by visiting artists, and by others who conduct business with the Society. In these circumstances the Association and the Union acknowledge their responsibility to do all in their power to support and assist the person subjected to such harassment. It is illegal to harass others on the basis of their sex, age, race, colour, national origin, religion, marital status, citizenship, disability and other personal characteristics. Harassment includes making derogatory remarks about such characteristics, making “jokes” about ethnic or other groups, and other verbal, physical and visual behaviour. Sexual harassment is also prohibited. Propositions, repeated requests for dates, dirty jokes, sexually provocative pictures and other verbal, physical and visual harassment are prohibited. The harassment of another employee by an employee will lead to disciplinary action, up to and including immediate termination in cases of gross misconduct. Any employee who feels harassed has the right to file a charge with the Human Rights Commission. Before doing so, the employee should speak first with the Executive Director or to anyone else in senior management in an attempt to reach resolution. It is the management’s duty to listen to such complaints and to refer them to the appropriate authority. The agency affirms the right to every employee to w...
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Harassment and Discrimination Policy. MCH is committed to fostering a workplace where employees do not feel discriminated against or otherwise harassed. Harassment includes verbal, physical, sexual or visual conduct that creates an intimidating, offensive or otherwise hostile environment. All MCH employees are strictly prohibited from discriminating in recruiting, interviewing, hiring, firing, promoting, training, disciplining, establishing compensation and benefits, salaries and in other terms, conditions and privileges of employment based on ancestry, language, marital status, or sexual orientation. Failure to comply will subject any MCH employee to discipline up to, and including, termination. Any type of harassment should be reported to the Program Director, or the Director of Medical Education or Chief Medical Officer / Vice President of Medical Affairs or his or her designee. Resident can also discuss incidents with the EAP, which will remain confidential.
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Related to Harassment and Discrimination Policy

  • Harassment and Discrimination The parties agree that the process for dealing with harassment for reasons not specifically prohibited by the Ontario Human Rights Code is an appropriate subject matter at Labour Management Committee meetings. BETWEEN: AND: The Employer agrees that employees may be permitted to transfer at the Employer's discretion from one nursing home to another for their own personal convenience and at their own expense, subject to the following conditions:

  • 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.

  • 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;

  • 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.

  • 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.

  • 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.

  • 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.

  • Prohibition of Discrimination In accordance with applicable equal opportunity statutes, Executive Orders, and regulations: a) The Owner must not discriminate against any person because of race, color, religion, sex, national origin, age, familial status, or disability in connection with this Contract. Eligibility for HUD’s programs, including this Program, must be made without regard to actual or perceived sexual orientation, gender identity, or marital status; and b) The Owner must cooperate with the Program Administrator and HUD in conducting any equal opportunity compliance reviews and complaint investigations in connection with this Contract; and c) The Owner must comply with the Violence Against Women Act, as amended, and HUD’s implementing regulation at 24 CFR part 5, Subpart L, and HOME Program regulations.

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