Hostile Environment Clause Samples
A Hostile Environment clause defines the parties' rights and obligations if the working environment becomes unsafe or unfit for continued operations. Typically, this clause outlines the conditions that constitute a hostile environment, such as threats to health, safety, or security, and may specify procedures for suspending work, notifying relevant parties, or taking remedial action. Its core practical function is to protect individuals and organizations by providing a clear process for responding to dangerous or untenable situations, thereby minimizing risk and ensuring safety.
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Hostile Environment. A hostile environment exists when the conduct is sufficiently severe, pervasive, or persistent that it unreasonably interferes with, limits, or deprives an individual from participating in or benefiting from the Law School’s education or employment programs and/or activities. Whether conduct is sufficiently severe, pervasive, or persistent is determined both from a subjective and objective perspective. The Law School will respond promptly and effectively to reports of any prohibited conduct and will take appropriate action to prevent, to correct, and when necessary, to remedy behavior that violates the Law School’s Discrimination, Harassment, and Retaliation Policy or Sexual Misconduct Policy.
Hostile Environment. Sexual harassment may also be engaging in a course of sexual comment or conduct that is known or ought reasonably to be known to be unwelcome. This form of sexual harassment may affect individuals or groups. It may be based on gender or sexual orientation. It may take the form of excluding an individual or a group from rights and/or privileges to which they are otherwise entitled. Harassment means engaging in a course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome. Harassment can be either psychological or physical or it can be a combination of both. It is any behaviour, whether deliberate or negligent, which denies individuals their dignity and respect, is offensive, embarassing or humiliating to the individual and adversely affects the working environment. Where the alleged harasser is the person who would normally deal with any of the steps of the grievance, the grievance shall automatically be sent forward to the next step. At no time during or after a harassment grievance shall the be removed from the area of the alleged harasser unless fully and entirely voluntarily requested or agreed to by the and without prejudice to the validity of the grievance. Any employee who chooses to make use of any or all of the Employer’s sexual harassment policy shall not, by such use, be prevented from filing a grievance at any time prior to agreeing to any mediated settlement under that policy. The time limit for filing such a grievance under Article will be extended by whatever amount of time is required to process the complaint and reach a decision under the Employer’s policy.
Hostile Environment. Sexual harassment may also be engaging in a course of sexual comment or conduct that is known or ought reasonably to be known to be unwelcome. This form of sexual harassment may affect individuals or groups. It may be based on gender or sexual orientation. It may take the form of excluding an individual or a group from rights and/or privileges to which they are otherwise entitled.
Hostile Environment. Conduct that is sufficiently serious that it denies or limits an employee’s or student’s ability to participate in or benefit from a school program or District employment, which may be determined on a single egregious incident, or a pattern of offensive conduct.
Hostile Environment hostile environment harassment involves persistent unwelcome conduct, of a sexual nature, that has the purpose or effect of unreasonably interfering with an individual’s performance or creating an intimidating, hostile and offensive living and/or working environment. This is true even if such conduct is not objected to by those present. Bullying happens when a member or employee engages in written or verbal expression, expression through electronic means, or physical conduct that occurs on co-op property or at a co-op sponsored/ related event that:
1. has the effect or will have the effect of physically harming a member or employee, damaging a member’s or employee’s property, or placing a member or employee in reasonable fear of harm to the member’s or employee’s person or property;
2. is sufficiently severe, persistent, and pervasive enough that the action or threat creates an intimidating, threatening, or abusive living, working or educational environment for a member or employee;
Hostile Environment. Every employee has the right to work in an environment free of harassment, derogatory comments and disruptive behavior, and GCRMC has a zero tolerance for any type of harassment. Degrading or humiliating jokes, slurs, intimidation or other harassing conduct is not permitted at GCRMC. Sexual harassment is prohibited. This prohibition includes unwelcome sexual advances or requests for sexual favors in conjunction with employment decisions. Moreover, verbal or physical conduct of a sexual nature that interferes with an employee’s work performance or creates an intimidating, hostile or offensive work environment has no place at GCRMC. Fair and equitable treatment of all employees, patients, and other persons is critical to fulfilling the mission and goals of GCRMC. Patients are to be treated without regard to race, color, religion, gender, ethnic origin, age, disability, payer source or any other classification prohibited by law. GCRMC hires, recruits, trains, promotes, assigns, transfers, and terminates employees based on such factors as their own ability, achievement, experience, and conduct without regard to race, color, religion, sex, ethnic origin, age or disability or any other classification prohibited by law. GCRMC does not discriminate against any individual with a disability with respect to any offer or term or condition of employment. We will make reasonable accommodations to the known physical or mental limitations of otherwise qualified individuals with disabilities. At GCRMC we are committed to maintaining a drug-free workplace. Drugs that impair employee performance or the illegal use of drugs are strictly prohibited. It is the policy of GCRMC to subject those individuals which are suspected to be under the influence of illicit drugs to drug testing. Failure to comply is grounds for termination. For these reasons, employees may not have, distribute, sell, use or be under the influence of illicit drugs at work. Consistent with our policy, GCRMC may periodically conduct a random drug screen of employees and will conduct a drug screen of select employees if there is reasonable cause to believe an employee is under the influence of alcohol or drugs, in the event of a workplace accident, or in the event of drug count discrepancies. It is the policy of GCRMC not to contract with, employ, or bill for services rendered by an individual or entity that is excluded or ineligible to participate in Federal healthcare programs; suspended or debarred from Fede...