HARASSMENT/BULLYING Sample Clauses

HARASSMENT/BULLYING. Every student and employee of St. Mary’s School should have the reasonable expectation of working and interacting in an environment where they receive respect and are surrounded by Christian values. Harassment of any type—verbal, physical, visual, sexual—is in opposition to the mission of St. Mary’s School and will not be tolerated. The term “harassment” includes, but is not limited to, slurs, jokes, or any other form of verbal, graphic, or physical contact which reflects adversely on an individual’s race, color, sex, religion, national origin, citizenship, age, marital status, veteran status, or mental, physical, or academic handicap. Harassment of any person on school grounds or at any school-related function is not acceptable. Additionally, harassment by any employee while acting as a representative of this institution is not acceptable. Any individual judged to harass another will be subject to appropriate disciplinary action. Bullying, the repeated behavior involving a deliberate, conscious intent to hurt, threaten, frighten, or humiliate someone, will not be tolerated. Bullying may include physical and/or verbal intimidation or assault; extortion or taking belongings; oral or written threats; outrageous teasing, mocking, taunting, putdowns, or name-calling; threatening looks, gestures, or actions; cruel rumors; suggestive comments; false accusations; and/or social isolation. All members of the school have a responsibility to recognize bullying and take actions when they are aware of it happening. Classes will be instructed in anti-bullying strategies, and all faculty and staff shall treat any report of bullying seriously and take action. Students should be assured that they have acted correctly in reporting bullying. St. Mary’s School follows Diocesan Policies D-147 Bullying and C-401 Harassment C-402. Copies of these policies can be found at xxxx.xxx.
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HARASSMENT/BULLYING. 20.1 a) The Union and the Employer recognize the right of employees to work in an environment free from harassment/bullying, and the Employer undertakes to discipline any person employed by the employer engaging in the harassment of another employee.
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HARASSMENT/BULLYING. The Employer is strongly committed to safeguarding employees from harassment or bullying in the workplace and has a zero tolerance approach to bullying or harassment of any kind. Issues of this nature should be raised and managed in line with the Employer’s separate ‘Harassment’ and ‘Bullying’ policies. Employees may discuss these issues with NZNO, but there is an obligation to raise it with the appropriate person within the employing Company so that appropriate steps can be taken, as outlined in the aforementioned policies.
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HARASSMENT/BULLYING. 28.01 The Employer and the Union agree that no form of harassment or bullying shall be condoned in the workplace, and it is further agreed that both parties will work together in recognizing and dealing with such problems, should they arise.
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HARASSMENT/BULLYING. Harassment is defined as inappropriate comments or conduct in relation to a person or group of persons that has the effect or purpose of creating a hostile or intimidating living, working, or educational environment. This includes any attention or conduct by an individual or group who knows, or ought reasonably to know, that such attention or conduct is unwelcome, unwanted, offensive, or intimidating. Harassment based on a person’s race, culture, creed, sexual orientation, gender, age, abilities or appearance will not be tolerated. Please refer to the University’s Respectful Workplace and Learning Environment Policy for additional details.
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HARASSMENT/BULLYING. Harassment is defined as inappropriate comments or conduct in relation to a person or group of persons that has the effect or purpose of creating a hostile or intimidating living, working, or educational environment. This includes any attention or conduct by an individual or group who knows, or ought reasonably to know, that such attention or conduct is unwelcome, unwanted, offensive, or intimidating. Harassment based on a person’s race, culture, creed, sexual orientation, gender, age, abilities, or appearance will not be tolerated. Please refer to the University’s Respectful Workplace and Learning Environment Policy, Inappropriate or Disruptive Student Behaviour Policy and Violent or Threatening Behaviour Policy for additional details.
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HARASSMENT/BULLYING. Harassment is defined as inappropriate comments or conduct in relation to a person or group of persons that has the effect or purpose of creating a hostile or intimidating living, working, or educational environment. This includes any attention or conduct by an individual or group who knows, or ought reasonably to know, that such attention or conduct is unwelcome, unwanted, offensive, or intimidating— this includes online conduct in social media, including but not limited to: Facebook, Twitter, email, Instagram, etc. Harassment based on a person’s race, culture, creed, sexual orientation, gender, age, abilities, or appearance will not be tolerated. Please refer to the University’s Respectful Workplace and Learning Environment Policy, Inappropriate or Disruptive Student Behaviour Policy, and Violent or Threatening Behaviour Policy for additional details.
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HARASSMENT/BULLYING. The Union and the Employer recognize the right of the employees to work in an environment free from personal harassment and bullying or any reprisal or threat of reprisal for the rejection of such behaviour. Personal Harassment and Bullying is defined as objectionable conduct, comments, or displays by a person employed by the employer, either directly or indirectly that demeans, belittle or cause personal humiliation or embarrassment, that is directed at and offensive to another employee and which the first person knows or ought reasonably to have known to be unwelcome to the recipient. For clarification, personal harassment and bullying does not include, among other things, proper management disciplinary actions, counseling, or actions related to performance or attendance problems that are conducted according to the Agency’s procedures. Should an employee believe they are a victim of Bullying or personal harassment he/she should first follow the procedures outlined in the Agency’s Harassment Policy (CLOC). If the issue is still not resolved through the Harassment Policy procedures, it may be filed as a grievance at step # 3 within ten (10) business days after the conclusion of the Harassment Policy process.
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Related to HARASSMENT/BULLYING

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

  • 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.

  • 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.

  • Bullying and Harassment Neither DFMC nor you will engage in behaviour that is, or may be reasonably considered to be, intimidating, bullying or harassing or commit any act or behaviour which is offensive or abusive in connection with this Contract. If you are in breach of this clause, DFMC may suspend the collection of your milk for a period of 5 days or until such time as DFMC determines (acting reasonably) that the behaviour has been rectified.

  • Harassment Prevention 38.1 Employees should refer in the first instance to the provisions and procedures specified in the employer’s Harassment Policy. The employee’s attention is also drawn to clause 39 Resolution of Employment Relationship Problems. Harassment can take many forms, including sexual harassment, bullying, racial harassment, violence, and other forms of intimidating behaviour.

  • 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.

  • Workplace Harassment The Hospital and the Union are committed to ensuring a work environment that is free from harassment. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the Ontario Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment. ref. Ontario Human Rights Code, Sec. 10(1). Harassment may take many forms including verbal, physical or visual. It may involve a threat, an implied threat or be perceived as a condition of employment. The Parties agree that harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments and/or the assessment of discipline. If an employee believes that she/he has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be undertaken. The employee should request the harasser to stop the unwanted behaviour by informing the harassing individual(s) that the behaviour is unwanted and unwelcome. Should the employee not feel comfortable addressing the harasser directly, she/he may request the assistance of the manager or a Union representative. If the unwelcome behaviour was to continue, the employee will consult the Hospital policy on harassment and will be free to pursue all avenues including the complaint investigation and resolution. The Parties agree that an employee may have a representative of the Union with her/him throughout the process, if requested.

  • Sexual Harassment Policy The Contractor and all Subcontractors must have a written sexual harassment prevention policy addressing sexual harassment in the workplace and must provide annual sexual harassment training to all employees.

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