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. 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. 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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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. OLC Policy and Procedures 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 ri...
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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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Related to Harassment and Discrimination Policy

  • Harassment and Discrimination (a) "Every person who is an employee has a right to freedom from harassment in the workplace by the employer or agent of the employer or by another employee because of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, age, record of offences, marital status, family status, gender identity, gender expression, or disability". ref: Ontario Human Rights Code, Sec. 5 (2) and 10 (1).

  • Non-Discrimination Policy State-Federal Law

  • NON-DISCRIMINATION/HARASSMENT The District prohibits the unlawful harassment of its classified employees and will investigate and take appropriate measures, in accordance with the law, to ensure that unlawful harassment does not occur.

  • 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.

  • 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.

  • 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; (d) to include those provisions in every subcontract or purchase order so that they are binding upon such subcontractor or vendor; (e) that a failure to comply with the reporting requirements of (c) above or if the contractor is found guilty of any violation of such acts by the Kansas Human Rights Commission, such violation shall constitute a breach of contract and the contract may be cancelled, terminated or suspended, in whole or in part, by the contracting state agency or the Kansas Department of Administration; (f) if it is determined that the contractor has violated applicable provisions of ADA, such violation shall constitute a breach of contract and the contract may be cancelled, terminated or suspended, in whole or in part, by the contracting state agency or the Kansas Department of Administration. Contractor agrees to comply with all applicable state and federal anti-discrimination laws. The provisions of this paragraph number 5 (with the exception of those provisions relating to the ADA) are not applicable to a contractor who employs fewer than four employees during the term of such contract or whose contracts with the contracting State agency cumulatively total $5,000 or less during the fiscal year of such agency.

  • NO DISCRIMINATION/HARASSMENT 6.01 The Company and the Union agree that there shall be no discrimination, interference, restriction or coercion exercised or practised with respect to any employee by reason of age, marital status, sex, race, creed, colour, national origin, political or religious affiliation, handicap, sexual orientation nor by reason of Union membership or position in the Union. Prohibited grounds shall be interpreted in accordance with and subject to the provisions of the Human Rights Code.

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