Harassment Prevention Policy Sample Clauses

Harassment Prevention Policy. The Company shall develop and implement a harassment prevention policy as required by The Workplace Safety and Health Act of Manitoba and its regulations.
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Harassment Prevention Policy. During the life of this Agreement, the Employer agrees not to remove the provision in the Harassment Prevention Policy relating to the grievance procedure.
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Harassment Prevention Policy. The Company has developed a Workplace Violence and Harassment Policy, and Internal Response system in Compliance with the Ministries requirements. The Workplace Violence and Harassment Policy is posted and available to all employees. The Policy will be reviewed and updated accordingly by the Joint Occupational Health and Safety Committee.
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Harassment Prevention Policy. The Company and the Union agree that every employee of the Company has a right to equal treatment with respect to employment without discrimination because of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, gender identity, gender expression, age, record of offences, marital status, family status or disability as defined by the Ontario Human Rights Code, as amended from time to time. The Company and the Union agree that every employee has a right to freedom from harassment in the workplace because of sex, sexual orientation, gender identity or gender expression by the Company or agent of the Company or by another employee. The Company and the Union agree that every employee has the right to work in an environment, free from discrimination, bullying and harassment including sexual harassment based on the above stated prohibited grounds. Action contravening this policy will constitute grounds for corrective actions. Every employee, Union or Company representative, is entitled to fair treatment in the workplace and shall not discriminate against any person as per the Ontario Human Rights Code, as amended from time to time. The Company and Union both agree to adhere and uphold the "Discrimination & Harassment Prevention Policy" set by Fairmont Hotels & Resorts. Both parties shall ensure that all employees occupying a scheduled position shall adhere to and be governed by said policy. The Company shall ensure that employees occupying excepted positions adhere to and are governed by said policy. Any amendments to said policy shall be supplied to the Local Chairperson. The Company shall provide a copy of the Fairmont Hotels & Resorts "Discrimination & Harassment Prevention Policy" in effect to all employees.
Sample 1
Harassment Prevention Policy. (Union Proposal No. 11.A.)
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Harassment Prevention Policy. The artist and the producer, as well as any representative or person working for one or the other, must respect the harassment-prevention policy of the producer by making the adaptations necessary as the case may be with the provision of the Act respecting the professional status of artists in the visual arts, film, the recording arts, literature, arts and crafts and the performing arts, CQLR c. S-32.1. To do this, the producer must communicate their policy to the artist. If there is a contradiction between a provision in the policy and a provision in this collective agreement, the provision in the collective agreement has precedence.
Sample 1
Harassment Prevention Policy. Both parties signatory to the Collective Agreement agree to adhere and uphold the “Harassment Prevention Policy” set by Fairmont Hotels & Resorts. Both parties shall ensure that all employees occupying a scheduled position shall adhere to and be governed by said policy. The Company shall ensure that employees occupying excepted positions adhere to and are governed by said policy. Any amendments to said policy shall be supplied to the Local Chairperson. An employee will be allowed to have Union representation at the time of filing his complaint with the Company.
Sample 1
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Related to Harassment Prevention Policy

  • Harassment Policy It is the policy of CUPE as an Employer to ensure that the working environment is conducive to the performance of work and is such that employees are not hindered from carrying out their responsibilities. The Employer considers harassment in the work force to be a totally unacceptable form of intimidation and will not tolerate its occurrence. The Employer will ensure that victims of harassment are able to register complaints without reprisal. Harassment is a form of discrimination and includes personal harassment. Harassment shall be defined as any improper behaviour by a person which is offensive to any employee and which that person knows or ought reasonably to have known would be inappropriate or unwelcome. It comprises objectionable conduct, comment or display made on either a one-time or continuous basis that demeans, belittles or causes personal humiliation or embarrassment to an employee. The parties to this Agreement will work together to ensure that all employees, and CUPE members understand their personal responsibility to promote a harassment-free working environment. Appendix “U”, herein below shall be followed respecting matters referred to directly herein.

  • Non-Discrimination Policy PBA Membership

  • Competition Policy 1. The Parties recognize the importance of cooperation and technical assistance between their national competition authorities, including inter alia, the exchange of information and experiences, and the improvement of technical capacities in order to reinforce their competition policies. 2. In this sense, cooperation shall be conducted in accordance with their respective domestic laws and through their national competition authorities, who may sign a cooperation agreement.

  • 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.

  • SPAM POLICY You are strictly prohibited from using the Website or any of the Company's Services for illegal spam activities, including gathering email addresses and personal information from others or sending any mass commercial emails.

  • ACCIDENT PREVENTION T h i s p r o v i s i o n i s applicable to all Federal-aid construction contracts and to all related subcontracts. 1. In the performance of this contract the contractor shall comply with all applicable Federal, State, and local laws governing safety, health, and sanitation (23 CFR 635). The contractor shall provide all safeguards, safety devices and protective equipment and take any other needed actions as it determines, or as the contracting officer may determine, to be reasonably necessary to protect the life and health of employees on the job and the safety of the public and to protect property in connection with the performance of the work covered by the contract. 2. It is a condition of this contract, and shall be made a condition of each subcontract, which the contractor enters into pursuant to this contract, that the contractor and any subcontractor shall not permit any employee, in performance of the contract, to work in surroundings or under conditions which are unsanitary, hazardous or dangerous to his/her health or safety, as determined under construction safety and health standards (29 CFR 1926) promulgated by the Secretary of Labor, in accordance with Section 107 of the Contract Work Hours and Safety Standards Act (40 U.S.C. 3704). 3. Pursuant to 29 CFR 1926.3, it is a condition of this contract that the Secretary of Labor or authorized representative thereof, shall have right of entry to any site of contract performance to inspect or investigate the matter of compliance with the construction safety and health standards and to carry out the duties of the Secretary under Section 107 of the Contract Work Hours and Safety Standards Act (40 U.S.C.3704).

  • 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.

  • Safety Policy The City agrees to maintain in safe working condition all facilities and equipment furnished by the City to carry out the duties of each bargaining unit position, but reserves the right to determine what those facilities and equipment shall be. The Association agrees to work cooperatively in maintaining safety in the Xenia/Xxxxxx Central Communications Center.

  • 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.

  • Privacy Policy The Provider must publicly disclose material information about its collection, use, and disclosure of Student Data, including, but not limited to, publishing a terms of service agreement, privacy policy, or similar document.

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