Harassment and Violence. 34:01 The Employer, the Union and the employees agree that no form of harassment or violence shall be condoned in the workplace and it is further agreed that all parties will work together to recognize and deal with these problems when they arise.
Harassment and Violence.
9:01 Harassment means objectionable conduct that creates a risk to the health of an Employee or severe conduct that adversely affects an Employee’s psychological or physical wellbeing.
9:02 Harassment is conduct that is:
(a) Objectionable if it is based on race, creed, religion, colour, sex, sexual orientation, gender-determined characteristics, marital status, family status, source of income, political belief, political association, political activity, disability, physical size or weight, age, nationality, ancestry or place of origin; or
(b) Severe if it could reasonably cause an Employee to be humiliated or intimidated and is repeated or in the case of a single occurrence, has a lasting harmful effect on an Employee.
9:03 The Employer, the Union and Employees agree that no form of harassment or violence shall be condoned in the workplace. It is further agreed that all parties will work cooperatively to recognize and deal with these problems when they arise.
9:04 The Employer will educate the Employees on the Employer’s Respectful Workplace Policy and Violence Prevention Policy. The Employer will investigate allegations of harassment and shall endeavour to resolve them in an expeditious manner.
Harassment and Violence. 11.01
(a) The Employer, the employees, and the Union recognize the right of all persons employed by the Employer to work in an environment free from harassment and violence.
(b) For the purpose of this Article and Article 12, harassment and violence means “any action, conduct or comment, including of a sexual nature, that can reasonably be expected to cause offence, humiliation or other physical or psychological injury or illness to an employee, including any prescribed action, conduct or comment”. This includes all types of harassment and violence, including sexual harassment. Harassment and violence are disciplinary infractions and will be dealt with as such by the Employer.
Harassment and Violence.
13.2.1 The University and MSA are committed to maintaining a working environment that is free from harassment and violence.
13.2.2 The University will maintain and enact policies and procedures to investigate and respond to complaints of harassment and violence in a reasonable and timely manner.
Harassment and Violence. (a) Where there is sufficient evidence of domestic violence the council will take action to stop it or prevent it from recurring. Possession or injunction proceedings will be taken wherever possible against any tenants who commit or support acts of domestic violence.Such violence is not limited to incidents in the home and can take place anywhere.
(b) The tenant may not permit to be done anything that is likely to cause harassment, alarm or distress to any person or defined group of persons whether on the premises, elsewhere on the estate or anywhere within the borough ofSlough.
Harassment and Violence. (a) Where there is sufficient evidence of domestic violence the council will take action to stop it or prevent it from recurring. Possession or injunction proceedings will be taken wherever possible against any tenants who commit or support acts of domestic violence.Such violence is not limited to incidents in the home and can take place anywhere.
(b) The tenant may not permit to be done anything that is likely to cause harassment, alarm or distress to any person or defined group of persons whether on the premises, elsewhere on the estate or anywhere within the borough ofSlough. xxx.xxxxxx.xxx.xx 39 Slough Borough Council Tenancy Agreement
(c) ‘Harassment’ means behaviour motivated by another person’s race, gender, sexuality, age, religion or belief, disability or other irrational prejudice. Examples of behaviour that may cause harassment, alarm or distress include, but are not limited to: • Racist behaviour, racist language or any racially motivated acts; • Using or threatening to use violence, using abusive or insulting words, gestures or behaviour; • Homophobic behaviour or homophobic language; • Offensive drunkenness; • Damaging or threatening to damage another person’s home or possessions, writing threatening, abusive or insulting graffiti; • Doing anything that interferes with the peace, comfort or convenience of other people; • Vehicle racing; • Selling, dealing, abuse or consumption of illegal or unlawful substances.
Harassment and Violence. It is our mutual responsibility to ensure that we create and maintain a workplace free of discrimination, harassment and violence. The Oxford-Elgin Child & Youth Centre will do its part by not tolerating or condoning discrimination, harassment or violence. This includes making everyone in the organization aware of what is and what is not appropriate, investigating complaints and imposing suitable corrective measures. Managers and supervisors are expected to assist in creating a harassment-free workplace and to immediately report to the Executive Director if they receive a complaint of workplace harassment, violence, or if they witness harassing or violent behaviour. You must do your part by ensuring that your behaviour does not violate this policy and by fostering a work environment that is based on respect and dignity and is free of harassment.
Harassment and Violence. The Association and the Employer recognize the right of employees to work in an environment free from any form of harassment and violence, including abuse of authority, sexual harassment and personal harassment. The parties agree that harassment and violence will not be tolerated in the workplace. **
Harassment and Violence. The Board will have a draft of the Harassment & Violence Policy prepared by June 1, 2008. By June 30, 2008 a meeting will have taken place with the Union for discussion and input regarding this policy. Dated at Windsor, Ontario, this 19th day of December 2007. Where possible, school secretaries must have three (3) working days prior to the report cards being sent home, to complete necessary preparation. Dated at Windsor, Ontario, this 19th day of December 2007.
