Harassment Based on Prohibited Grounds Sample Clauses

Harassment Based on Prohibited Grounds. The Parties agree there shall be no harassment on the basis of any prohibited grounds set forth in The Saskatchewan Human Rights Code (subject to pension and benefits provisions) and The Saskatchewan Employment Act.
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Harassment Based on Prohibited Grounds. The first category has existed in the definition of harassment since 1993 and relates to harassment based on one of the prohibited grounds. This includes any inappropriate conduct, comment, display, action, or gesture by a person that: • Is made on the basis of race, creed, religion, colour, sex, sexual orientation, marital status, family status, disability, physical size or weight, age, nationality, ancestry, or place of origin. • Constitutes a threat to the health or safety or the worker. This type of harassment is prohibited in the OHS Act and The Saskatchewan Human Rights Code. It also extends to sexual harassment, which is conduct, comment, gesture, or contact of a sexual nature that is offensive, unsolicited, or unwelcome. Sexual harassment may include: • A direct or implied threat of reprisal for refusing to comply with a sexually orientated request. • Unwelcome remarks, jokes, innuendoes, propositions, or taunting about a person’s body, attire, sex, or sexual orientation. • Displaying pornographic or sexually explicit pictures or materials. • Unwelcome physical contact. • Unwelcome invitations or requests, direct or indirect, to engage in behaviour of a sexual nature. • Refusing to work with or have contact with workers because of their sex, gender, or sexual orientation. Note that certain types of conduct, such as displaying a poster or making comments that are overheard by another worker, are not specifically directed at one (1) individual. However, such conduct is still considered harassment based on prohibited grounds. Even a single incident of inappropriate conduct relating to a prohibited ground is considered harassment.
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Harassment Based on Prohibited Grounds. The Parties agree there shall be no harassment on the basis of any prohibited grounds set forth in The Saskatchewan Human Rights Code (subject to pension and benefits provisions) and The Saskatchewan Employment Act. The Saskatchewan Employment Act defines harassment as: any inappropriate conduct, comment, display, action or gesture by a person: (i) that either: a) is based on race, creed, religion, color, sex, sexual orientation, gender identification, marital status, family status, disability, physical size or weight, age, nationality, ancestry or place of origin; or b) subject to subsections (4) and (5), adversely affects the worker’s psychological or physical well-being and that the person knows or ought reasonably to know would cause a worker to be humiliated or intimidated; and (ii) that constitutes a threat to the health or safety of the worker. This type of harassment also extends to sexual harassment. Sexual harassment may be verbal, physical or visual. It is always unsolicited and unwelcome behaviour, and can take many forms, which include, but are not limited to: - A direct or implied threat of reprisal for refusing to comply with a sexually orientated request; sexual remarks; “jokes” with sexual overtones; a sexual advance or invitation; displaying offensive pictures or photographs; threats; leering; physical contact like touching, patting, pinching, or brushing against; sexual and physical assault; unwelcome physical contact; unwelcome invitations or requests, direct or indirect, to engage in behaviour of a sexual nature, refusing to work with or have contact with employee/client because of their sex, gender identity, or sexual orientation.
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Harassment Based on Prohibited Grounds 
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Related to Harassment Based on Prohibited Grounds

  • FLORIDA CONVICTED/SUSPENDED/DISCRIMINATORY COMPLAINTS By submission of an offer, the respondent affirms that it is not currently listed in the Florida Department of Management Services Convicted/Suspended/Discriminatory Complaint Vendor List.

  • NO DISCRIMINATION/NO HARASSMENT 6.01 The Employer, Union and Employees are committed to supporting an abuse and harassment free work environment that promotes a culture of trust, dignity and respect. Harassment includes but is not limited to bullying, sexual harassment and workplace violence.

  • Discrimination Prohibited No employee in the bargaining unit shall be appointed, reduced, removed, or in any way favored or unlawfully discriminated against because of his/her political opinions or affiliations, or because of race, national origin, religion, or marital status and, to the extent prohibited by law, no person shall be unlawfully discriminated against because of age, sex or physical handicap.

  • Convicted, Discriminatory, Antitrust Violator, and Suspended Vendor Lists In accordance with sections 287.133, 287.134, and 287.137, F.S., the Contractor is hereby informed of the provisions of sections 287.133(2)(a), 287.134(2)(a), and 287.137(2)(a), F.S. For purposes of this Contract, a person or affiliate who is on the Convicted Vendor List, the Discriminatory Vendor List, or the Antitrust Violator Vendor List may not perform work as a contractor, supplier, subcontractor, or consultant under the Contract. The Contractor must notify the Department if it or any of its suppliers, subcontractors, or consultants have been placed on the Convicted Vendor List, the Discriminatory Vendor List, or the Antitrust Violator Vendor List during the term of the Contract. In accordance with section 287.1351, F.S., a vendor placed on the Suspended Vendor List may not enter into or renew a contract to provide any goods or services to an agency after its placement on the Suspended Vendor List. A firm or individual placed on the Suspended Vendor List pursuant to section 287.1351, F.S., the Convicted Vendor List pursuant to section 287.133, F.S., the Antitrust Violator Vendor List pursuant to section 287.137, F.S., or the Discriminatory Vendor List pursuant to section 287.134, F.S., is immediately disqualified from Contract eligibility.

  • Retaliation Prohibited An employer may not threaten or engage in retaliation against an employee for exercising or attempting in good faith to exercise any right provided by the PSLL. In addition, an employer may not interfere with any investigation, proceeding, or hearing pursuant to the PSLL.

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

  • Discrimination and Harassment 3.01 The Company shall not discriminate against an employee because of membership in the Union or because of activities authorized herein on behalf of the Union.

  • EMPLOYMENT DISCRIMINATION BY CONTRACTOR PROHIBITED During the performance of this Contract, the Contractor agrees as follows:

  • 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.

  • 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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