Inappropriate Behavior Defined Sample Clauses

Inappropriate Behavior Defined. Inappropriate behavior includes any conduct that has the purpose or the effect of creating a humiliating, insulting, threatening, offensive, abusive, or intimidating working environment and that interferes with or regularly or significantly interrupts or disrupts a stakeholder’s ability to do their work on behalf of the organization. Inappropriate behavior need not necessarily explicitly involve sexual, racialized, gendered, or other identity-specific content, slurs, or stereotypes in order to be a violation of this policy. Similarly, inappropriate behavior does not require an intent to offend; as a result, conduct that was intended by the actor to be friendly, teasing, complimentary, or welcoming can nonetheless result in a harassing or inappropriate situation. It is also a violation of this policy to engage in hostile, disruptive, or other inappropriate behavior against an individual because they have failed to join in, opposed, or objected to inappropriate behavior of any form. This policy is broader than what is required by law and is intended to cover inappropriate behavior that may not rise to the level of a legal violation. Anyone, regardless of identity can be a bad actor, and anyone, regardless of identity, can be a victim. Often, those with more societal privilege but less positional authority are able to leverage that privilege in inappropriate ways, even against those with more organizational or positional power. Inappropriate behavior can happen between colleagues, from a senior individual to a more junior individual, or from a junior individual to more senior individual, from a Verso employee to an external party, or from an external party to a Verso employee. Note: Sometimes in the course of the employment relationship, it is appropriate for a supervisor or lead person to redirect or reallocate work or otherwise hold a team member accountable for performance that does not meet the organization’s standards. Such actions by a supervisor or lead person, conducted in accordance with Verso’s policies and procedures and when done in a professional and appropriate manner, do not constitute inappropriate behavior.
Sample 1
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Related to Inappropriate Behavior Defined

  • Inappropriate Conduct You shall not use the Service or the Device in any way that is threatening, abusive, harassing, defamatory, libelous, deceptive, fraudulent, invasive of another's privacy, or any similar behavior. We reserve the right to immediately terminate your Service if, in our sole and absolute discretion, we determine that you have used the Service or the Device in any of the aforementioned ways. In the event of such termination, you will be responsible for the full month's charges to the end of the current term, including, without limitation, unbilled charges, plus a termination fee, if applicable, all of which will become immediately due and payable upon termination of your Service. If we believe that you have used the Service or the Device in any of the aforementioned ways, we may forward the relevant communication and other information, including your identity, to the appropriate authorities for investigation and prosecution. You hereby consent to our forwarding of any such communications and information to these authorities. In addition, VoIP Systems USA will provide information in response to law enforcement requests, subpoenas, court orders, to protect it's rights and property and in the case where failure to disclose the information may lead to imminent harm to the customer or others.

  • Behavior 1. Students must respect each other.

  • Behaviour No obscene or insulting language or disorderly behaviour shall be permitted. This includes any form of entertainment that may be considered lewd or inappropriate for a public place or that may offend or cause embarrassment to others.

  • 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.

  • WORKPLACE BEHAVIOR 3.1 The Employer and the Union agree that all employees should work in an environment that fosters mutual respect and professionalism. The parties agree that inappropriate behavior in the workplace does not promote the Employer’s business, employee well being, or productivity. All employees are responsible for contributing to such an environment and are expected to treat others with courtesy and respect.

  • 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.

  • 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.

  • PROFESSIONAL BEHAVIOR A. Teachers are expected to comply with reasonable rules, regulations, and directions adopted by the Board, or its representatives, which are not inconsistent with the provisions of this Agreement, provided that a teacher may reasonably refuse to carry out an order which threatens physical safety or well being or is professionally demeaning.

  • 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.

  • Serious Health Condition An illness, injury, impairment, or physical or mental condition which warrants the participation of a family member to provide care during a period of treatment or supervision and involves either inpatient care in a hospital, hospice or residential health care facility or continuing treatment or continuing supervision by a health care provider (e.g. physician or surgeon) as defined by state and federal law.

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