Harassment or Discrimination Sample Clauses

Harassment or Discrimination. The District is committed to ensuring equity in school 37 programs and employment practices. The District prohibits harassment and discrimination as 38 provided in Florida Statute 100.05 and School Board Policy 1.23. Employees who feel they have 39 been harassed or discriminated against are encouraged to submit a complaint in accordance with 40 board policy. 42 (6) Nursing Mothers: Protections shall be granted to nursing mothers in accordance with 43 applicable state and federal laws, including Section 7 of the Fair Labor Standards Act. Nursing 44 mothers will be provided with reasonable break time to express breast milk for one year after a 45 child’s birth. The District will provide a place, other than a bathroom, that is shielded from view 46 and free from intrusion by co-workers and the public, which may be used by an employee to 1 express breastmilk. Employees must keep their immediate supervisor informed of their needs so 2 that appropriate accommodations can be made with minimal disruption to the employee and the 3 worksite. Nursing mothers who feel they have been denied appropriate accommodations are 4 encouraged to contact Human Resources. Nothing herein shall be construed to expand these 5 protections beyond the limits of applicable state and federal law.
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Harassment or Discrimination. May be one incident or a series of incidents. It may involve individuals or groups, and either peer or power relationships. It may be physical or psychological in nature. It can occur between males and females and/or between members of the same gender.
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Harassment or Discrimination. The District is committed to ensuring equity in school programs 41 and employment practices. The District prohibits harassment and discrimination as provided in 42 Florida Statute 100.05 and School Board Policy 1.23. Employees who feel they have been harassed or 43 discriminated against are encouraged to submit a complaint in accordance with board policy.
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Harassment or Discrimination. The District is committed to ensuring equity in school programs 9 and employment practices. The District prohibits harassment and discrimination as provided in
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Harassment or Discrimination. All employees shall have the right to work in an environment free from sexual harassment or discrimination. The Company shall be responsible to maintain an environment free from harassment or discrimination as defined in the Human Rights and Labour Relations Codes.
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Harassment or Discrimination. The District is committed to ensuring equity in 21 school programs and employment practices. The District prohibits harassment and 22 discrimination as provided in Florida Statute 100.05 and School Board Policy 1.23. 23 Employees who feel they have been harassed or discriminated against are 24 encouraged to submit a complaint in accordance with board policy. 26 (7) Nursing Mothers: Protections shall be granted to nursing mothers in accordance 27 with applicable state and federal laws, including Section 7 of the Fair Labor Standards 28 Act. Nursing mothers will be provided with reasonable break time to express breast 29 milk for one year after a child’s birth. The District will provide a place, other than a 30 bathroom, that is shielded from view and free from intrusion by co-workers and the 31 public, which may be used by an employee to express breastmilk. Employees must 32 keep their immediate supervisor informed of their needs so that appropriate 33 accommodations can be made with minimal disruption to the employee and the 34 worksite. Nursing mothers who feel they have been denied appropriate 35 accommodations are encouraged to contact Human Resources. Nothing herein shall 36 be construed to expand these protections beyond the limits of applicable state and 37 federal law. 39 (8) Domestic or Sexual Violence: Protections shall be granted to employees who are 1 victims of domestic or sexual violence in accordance with Florida Statute 743.313. 2 Employees will be provided with leave in accordance with Article 12. The District will 3 ensure that related public records exemptions are provided, may refer reported 4 cases to the appropriate Threat Assessment Team for review, and will allow 6 their immediate supervisor informed of their needs so that appropriate 7 accommodations can be made with minimal disruption to the employee and the 8 worksite. Employees who feel they have been denied appropriate accommodations 9 are encouraged to contact Human Resources. Nothing herein shall be construed to 10 expand these protections beyond the limits of applicable state and federal law.
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Harassment or Discrimination. The Employer shall notify the Union of any investigation into an allegation of Harassment or Discrimination made against an Employee. In all other such investigations involving Employees, they shall be notified of their right to Union Representation prior to any meeting with the Employer.
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Harassment or Discrimination a) The Law Society and the Union recognize the right of employees to work in an environment free from any harassment or discrimination because of race, colour, ancestry, place of origin, political belief or activity, union membership or activity, religion, marital status, family status, physical or mental disability, sex, sexual orientation or age of that person or because that person has been convicted of a criminal or summary conviction offence that is unrelated to the employment or intended employment of that person.
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Harassment or Discrimination. ‌ Of employees, clients, supervisors, contractors, volunteers, or guests on the basis of race, color, national origin, religion, age, sex, gender, disability, or other legally protected status is prohibited on any JAMHI site. Harassment that affects job benefits, interferes with an individual’s work performance, or creates an intimidating, hostile, or offensive work environment will not be tolerated. All allegations of harassment or discrimination of any kind will be quickly and discreetly investigated. All information regarding the allegation will be held confidential to the fullest extent practicable.
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Related to Harassment or Discrimination

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

  • 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.

  • 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.

  • 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.

  • NO DISCRIMINATION OR HARASSMENT (a) There shall be no discrimination, interference, restriction, coercion, harassment, intimidation or any disciplinary action exercised or practiced with respect to an employee by reason of age, race, creed, color, national origin, religious affiliation, sex, sexual orientation, ethnic origin, marital status, family status, mental or physical disability, conviction for which a pardon has been granted or membership or activity in the Professional Institute.

  • 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 i) It is the intention of the parties to seek to achieve the object in section 3 (f) of the Industrial Relations Act 1996 to prevent and eliminate discrimination in the workplace. This includes discrimination on the grounds of race, sex, material status, disability, homosexuality, transgender identity and age or responsibilities as a carer.

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