Harassment-Free Work Environment Sample Clauses

Harassment-Free Work Environment. Vendor must uphold the principles of FHI 360’s Harassment-Free Work Environment policy (located on the FHI 360 Compliance office website at https.//www.FHI 000.xxx/xxxxx-xx/xxxxxxxxxx-xxxxxx ) and take steps to prohibit and prevent Vendor Personnel are prohibited from engaging in any form of harassment in the workplace or work-related situations based on. race, color, ethnic or national origin, religion, age, sex, sexual orientation, gender identity, or perceived adherence to socially defined norms of masculinity and femininity, medical conditions, pregnancy, childbirth, and breastfeeding, nationality or citizenship, physical or mental disability, genetic information, or characteristics (or those of a family member), protected U.S. military or U.S. veteran status, status as a victim of domestic violence, sexual assault or stalking, and/or any other class, status, or characteristic protected by local law. The Vendor must strictly prohibit Vendor Personnel from harassing any Vendor Personnel, employees of any Vendor partner, Vendor, or client; program participants; or anyone else with whom the Vendor Personnel interact in work-related situations. Entorno de trabajo libre de acoso. El Proveedor debe respetar los principios de la política de Entorno de trabajo libre de acoso de FHI 360 (que se encuentra en el sitio web de la oficina de Cumplimiento de FHI 360 en https.//www.FHI 000.xxx/xxxxx-xx/xxxxxxxxxx-xxxxxx ) y xxxxx medidas para prohibir y evitar que el Personal del Proveedor participe en cualquier forma de acoso en el lugar de trabajo o situaciones relacionadas con el trabajo en función de raza; color; origen étnico o nacionalidad, religión, edad, sexo, orientación sexual; identidad de género o adhesión aparente a las normas definidas socialmente de masculinidad o femineidad, afecciones médicas, embarazo, parto y periodo de lactancia; nacionalidad o ciudadanía, discapacidad física o mental, información o características genéticas (o de un familiar), condición como veterano o militar activo protegido de los EE. UU., condición como víctima de violencia doméstica, agresión sexual o acoso, y/o cualquier otra clase, condición o característica protegida por xx xxx local. El Proveedor debe prohibir estrictamente a su Personal el acoso a cualquier integrante de su Personal, empleados de cualquier socio del Proveedor, Proveedor o cliente, participantes de programas o cualquier otra persona con quien el Personal del Proveedor interactúe en situaciones relacionada...
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Harassment-Free Work Environment. The Union and the Employer recognize the right of employees to work in an environment free from harassment and the Employer agrees to take such disciplinary action as is necessary respecting an employee engaging in harassment in the workplace.
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Harassment-Free Work Environment. Vendor must uphold the principles of FHI 360's Harassment-Free Work Environment policy (located on the FHI 360 Compliance office website at https.//www.FHI 000.xxx/xxxxx-xx/xxxxxxxxxx-xxxxxx ) and take steps to prohibit and prevent Vendor Personnel are prohibited from engaging in any form of harassment in the workplace or work-related situations based on. race, color, ethnic or national origin, religion, age, sex, sexual orientation, gender identity, or perceived adherence to socially defined norms of masculinity and femininity, medical conditions, pregnancy, childbirth, and breastfeeding, nationality or citizenship, physical or mental disability, genetic information or characteristics (or those of a family member), protected U.S. military or U.S. veteran status, status as a victim of domestic violence, sexual assault or stalking, and/or any other class, status, or characteristic protected by local law. The Vendor must strictly prohibit Vendor Personnel from harassing any Vendor Personnel, employees of any Vendor partner, Vendor, or client; program participants; or anyone else with whom the Vendor Personnel interact in work-related situations.
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Harassment-Free Work Environment. The County is committed to providing a work environment free of discriminatory harassment.
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Harassment-Free Work Environment. ‌ 1. It is the policy of The American Independent Foundation that all persons shall have the right to work in an atmosphere free from sexual harassment and other forms of unlawful harassment. Harassment based on gender, race, gender identity, sexual orientation, national origin, age, and/or disability infringes on a person's right to a working environment which is free of discrimination. 2. The Employer will maintain and periodically update its policy against harassment and communicate its policy against harassment to its employees, including non-unit personnel. Any person with questions or concerns regarding harassment is entitled to a prompt response from upper management, including the President if the person so chooses. Complaints may be reported and will be addressed as provided in the remaining sections of this article. 3. The Employer will not accept or condone any sexual harassment. Sexual harassment includes unwelcome conduct based on sex, including making unwanted advances, reprisals after a negative response to a sexual advance, leering, making or using derogatory comments, epithets, slurs or jokes, inappropriate and unauthorized touching of an individual, and displaying sexually suggestive objects or images. It is also sexual harassment when any of the aforementioned behaviors are made Quid Pro Quo: Submission to or rejection of that conduct or communication is made a term or condition, either explicitly or implicitly, or used as a factor, in decisions affecting the individual’s ability to obtain employment, promotion, awards, training, or other job benefits. 4. The Employer encourages anyone with knowledge of sexual harassment or any other unlawful harassment to immediately report it to the CFO and/or the President. Alternatively, an employee may speak with a representative of the Guild, and, with the permission of the employee, the representative may report the information without the employee or accompany the employee when they report the information to the CFO and/or the President. 5. Upon receipt of any harassment report, the Organization will promptly commence an investigation, and may retain a third party investigator for that purpose, as follows: ● Commence the investigation no later than seven (7) business days following the complaint, informing the Guild and the complainant that it has commenced. If, due to extenuating circumstances, this start date is delayed, the Guild will be notified for approval of an extension. ● Fully investiga...
Sample 1
Harassment-Free Work Environment. Vendor must uphold the principles of FHI 360's Harassment-Free Work Environment policy (located on the FHI 360 Compliance office website at Ethics and safeguarding - FHI 360) and take steps to prohibit and prevent Vendor Personnel are prohibited from engaging in any form of harassment in the workplace or work-related situations based on. race, color, ethnic or national origin, religion, age, sex, sexual orientation, gender identity, or perceived adherence to socially defined norms of masculinity and femininity, medical conditions, pregnancy, childbirth, and breastfeeding, nationality or citizenship, physical or mental disability, genetic information, or characteristics (or those of a family member), protected U.S. military or U.S. veteran status, status as a victim of domestic violence, sexual assault or stalking, and/or any other class, status, or characteristic protected by local law. The Vendor must strictly prohibit Vendor Personnel from harassing any Vendor Personnel, employees of any Vendor partner, Vendor, or client; program participants; or anyone else with whom the Vendor Personnel interact in work-related situations.
Sample 1
Harassment-Free Work Environment. Consistent with Xxxxxx Permanente’s Principles of Responsibility, KPSC is committed to creating and sustaining an environment of courtesy, dignity and respect. KPSC disapproves of, and will not tolerate, any kind of harassment or abusive conduct of employees or applicants for employment by anyone. KPSC’s Harassment-Free Work Environment policy can be found in the KPSC Manual and is hereby incorporated by reference. Xxxxxx Permanente’s Commitment to a Harassment-Free Work Environment policy, Equal Employment Opportunity and Affirmative Action policy, and its Equal Employment Opportunity Internal Complaint Procedure can be found on the My HR website, which also provides procedures and mechanisms for addressing sexual harassment complaints and issues. Drug testing is a condition of employment. Policies governing physician impairment, including that due to substance abuse, are described in the KPSC Manual.
Sample 1
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Harassment-Free Work Environment. Vendor must uphold the principles of FHI 360's Harassment-Free Work Environment policy (located on the FHI 360 Compliance office website at https.//www.FHI 000.xxx/xxxxx-xx/xxxxxxxxxx-xxxxxx
Sample 1

Related to Harassment-Free Work Environment

  • Smoke Free Environment The Lessor shall make all parts of the leased premise smoke-free. "

  • Work Environment It is mutually agreed that the prevention of accidents and injuries to state employees will result in greater efficiency of operations of state government. Toward this end, the Employer shall make every reasonable effort to provide and maintain safe and healthy working conditions and the Union shall fully cooperate by encouraging all employees to perform their assigned tasks in a safe manner.

  • Drug-Free Workplace Contractor represents and warrants that it shall comply with the applicable provisions of the Drug-Free Work Place Act of 1988 (41 U.S.C. §701 et seq.) and maintain a drug-free work environment.

  • Working Environment The Parties agree that a safe and clean working environment is essential in order to carry out work assignments in a satisfactory manner. It will be the Employer's responsibility to ensure that all working areas and Employer-owned vehicles are maintained in a safe and clean condition.

  • Drug-Free Workplace Policy Consultant shall provide a drug-free workplace by complying with all provisions set forth in City’s Council Policy 100-5, attached hereto as Exhibit “D” and incorporated herein by reference. Consultant’s failure to conform to the requirements set forth in Council Policy 100-5 shall constitute a material breach of this Agreement and shall be cause for immediate termination of this Agreement by City.

  • NON-SEXIST ENVIRONMENT 1. A non-sexist environment is defined as that in which there is no discrimination against females or males by portraying them in gender stereotyped roles or by omitting their contributions. 2. The employer does not condone and will not tolerate any written or verbal expression of sexism. In September of each school year the employer and the local shall jointly notify administrative officers and staff, in writing, of their commitment to a non-sexist environment. 3. The employer and the local shall promote a non-sexist environment through the development, integration, and implementation of non-sexist educational programs, activities, and learning resources for both staff and students.

  • 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.

  • DRUG AND ALCOHOL FREE WORKPLACE 20.1 All employees must report to work in a condition fit to perform their assigned duties unimpaired by alcohol or drugs.

  • Safe Environment The School shall maintain a safe learning environment at all times. The School shall develop and adhere to a safety plan, which shall be provided to the Commission.

  • 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.

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