Intimidation Sample Clauses

Intimidation. No employee shall be discharged or discriminated against for any lawful Union activity, or for serving on a Union committee outside of business hours, or for reporting to the Union the violation of any provision of this Agreement. If an employee walks off the job and alleges Management has deliberately coerced or intimidated him or her into doing so, the matter shall be considered under the Grievance Procedure and, if such allegations are proved to be true, then the employee shall be considered not to have resigned. Such Grievances must be filed no later than five (5) days after the incident that gave rise to the situation. This is not to be construed to restrict Management personnel from reprimanding an employee as required by his or her position to maintain the proper operation of the store.

Intimidation. No employee shall be discharged or discriminated against for any lawful Union activity, or for serving on a Union committee outside of business hours, or for reporting to the Union the violation of any provision of this Agreement.

Intimidation. No employee shall be discharged or discriminated against for any lawful union activity, or for serving on a union committee outside of business hours, or for reporting to the Union the violation of any provision of this Agreement. If an employee walks off the job and alleges management has deliberately coerced or intimidated him/her into such action, the employee shall have a “cooling off period” of no more than three (3) consecutive calendar days to return to work without back pay, failing which the employee shall be deemed as having self-terminated (quit) his or her employment without further recourse pursuant to this Collective Agreement. An employee returning to his or her employment within three (3) days of walking off the job may grieve the allegation of coercion or intimidation against the Employer no later than five (5) calendar days after the incident that gave rise to the allegation. This Section is not to be construed to restrict management personnel from reprimanding an employee as required by his/her position to maintain the proper operation of the store.

Intimidation. The Company and the Union agree that there will be no intimidation or coercion exercised by either of them upon an employee because is exercising any right conferred by the Ontario Labour Relations and the Union agrees that there will be no Union activity other than that which is expressly permitted by this Agreement.

Intimidation. (A) An Actor shall not be compelled to participate in encounter groups or sensitivity sessions which the Actor deems dangerous to Actor’s mental health or an infringement upon Actor’s mental or physical privacy. (B) If an Actor makes claim in writing to Equity within seven days that the Actor was intimidated into terminating his contract by being compelled to participate in such encounter group or sensitivity session, Equity shall promptly notify the Producer. If such intimidation is acknowledged or established, the Actor shall be reinstated and shall be made whole for any loss. (C) Neither the Producer, nor any personnel under the Producer’s control, shall intentionally intimidate, harass or humiliate any Actor at any time, including, but not limited to, all communications to Actors in connection with artistic notes. However, it is understood that there is no intent to interfere with the original Director’s or original Choreographer’s ability to critique Actors in connection with artistic notes.

Intimidation. The Company and the Union each agree that there will be no intimidation, discrimination, interference, restraint or coercion exercised or practiced by either of them or their representatives or members because of an employee's membership or non-membership in the Union or because of his activity or lack of activity in the Union.

Intimidation. This specific form of behavior can also be verbal or non-verbal in nature. It undermines or attacks the feelings of personal safety and security. It may be displayed in the form of threats, bullying, posturing, cyber communication, etc.

Intimidation. ‌ Neither the Producer, nor any personnel under the Producer's supervision or control, shall intentionally intimidate, harass or humiliate any Artist at any time, including, but not limited to, all communications to Artists in connection with artistic notes. However, it is understood that there is no intent to interfere with the original Director's or original Choreographer's ability to critique Artists in connection with artistic notes.

Intimidation. (A) An Actor or Stage Manager shall not be compelled to participate in encounter groups or sensitivity sessions which they deem dangerous to their mental health or an infringement upon their mental or physical privacy. (B) If an Actor or Stage Manager makes claim in writing to Equity within seven days that they were intimidated into terminating his/her/their contract by being compelled to participate in such encounter group or sensitivity session, Equity shall promptly notify the Producer. If such intimidation is acknowledged or established, the Actor or Stage Manager shall be reinstated and shall be made whole for any loss. (C) Neither the Producer, nor any personnel under the Producer’s control, shall intentionally intimidate, harass or humiliate any Actor or Stage Manager at any time, including, but not limited to, all communications to them in connection with artistic notes. However, it is understood that there is no intent to interfere with the original Director’s or original Choreographer’s ability to critique Actors in connection with artistic notes.

Intimidation. The Company and the Union agree that there will be no intimidation or coercion exercised by either of them upon an employee because he or she is exercising any right conferred by the Ontario Labour Act and the Union agrees that there will be no Union activity other than that which is expressly permitted by this Agreement. Whenever the masculine gender is used in this Agreement it shall include the feminine.