NO HARASSMENT POLICY Sample Clauses

NO HARASSMENT POLICY. The Company and the Union agree that discrimination against employees on the basis of race, sex, or any other protected category is an unlawful employment practice. All employees should, therefore, be aware of the following: 9.1 Sexual harassment is strictly prohibited. Sexual harassment includes unwelcome sexual advances, requests for sexual favors, unwelcome or offensive touching, verbal conduct such as sexual jokes or suggestive or obscene comments, written or graphic materials, such as sexually suggestive or obscene documents, pictures, cartoons or photos, as well as any other conduct of a sexual nature, whether written, verbal, or physical. 9.2 Harassment on the basis of any other category protected by law is also strictly prohibited. Under this policy, harassment is conduct that insults, shows hostility towards or makes fun of an individual or group because of his/her race, color, religion, sex, sexual orientation, national origin, ancestry, age, disability or any other category protected by law. This includes, but is not limited to, jokes, comments, slurs, epithets, gestures, posters, cartoons, pictures, drawings, and e-mails. 9.3 All employees are strictly prohibited from sending electronic messages during work time or on Xxxxxxx Controls equipment, which contains offensive material related to sex, race, or other protected categories. Similarly, employees who have access to the internet are strictly prohibited from using the internet during work time or while using Xxxxxxx Controls’ equipment to access internet sites which contain offensive materials related to sex, race or other protected categories. 9.4 All Supervisors, Managers and Union Officials will be responsible for taking steps to prevent harassment from occurring. 9.5 Allegations of harassment based on a protected category should be brought to the attention of the Human Resources Manager or the Plant Manager, or to the Company’s Human Resources department in Plymouth, Michigan. Each incident shall then be investigated without delay by the Human Resource Manager (or designate), and the proper course of action will be taken. The Company will conduct an investigation into all formal complaints of harassment, discrimination and/or human rights violations. Any employee who lodges a formal complaint is entitled to union representation if the employee so requests.
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NO HARASSMENT POLICY. The Employer policies strictly prohibit harassment, including sexual harassment or any other forms of harassment, discrimination or intimidating or threatening acts constituting workplace violence. Employees who violate these policies will be disciplined up to and including termination.
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NO HARASSMENT POLICY. The Employer, in exercising its responsibility, endeavours at all times to provide a work environment that is supportive of both productivity and the personal goals, dignity and self-esteem of every employee. Harassment, including sexual harassment and abuse of authority, constitutes unacceptable conduct and will not be tolerated.
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NO HARASSMENT POLICY. The Company will continue with the application of its Corporate no harassment policy and will promote its content through the following activities: - Posting of the policy in various locations including posting boards otherwise dedicated to the Union; - Promoting the policy at meetings annually.
Sample 1
NO HARASSMENT POLICY. The Company and the Union agree that discrimination against employees on the basis of race, sex, or any other protected category is an unlawful employment practice. All employees should, therefore, be aware of the following: (1). Sexual harassment is strictly prohibited. Sexual harassment includes unwelcome sexual advances, requests for sexual favors, unwelcome or offensive touching, verbal conduct such as sexual jokes or suggestive or obscene comments, written or graphic materials, such as sexually suggestive or obscene documents, pictures, cartoons or photos, as well as any other conduct of a sexual nature, whether written, verbal, or physical. Art. 9(2). Harassment on the basis of any other category protected by law is also strictly prohibited. Under this policy, harassment is conduct that insults, shows hostility towards or makes fun of an individual or group because of his/her race, color, religion, sex, sexual orientation, national origin, ancestry, age, disability or any other category protected by law. This includes, but is not limited to, jokes, comments, slurs, epithets, gestures, posters, cartoons, pictures, drawings, and e-mails.
Sample 1

Related to NO HARASSMENT 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.

  • 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.

  • No Harassment Contractor does not engage in unlawful harassment, including sexual harassment, with respect to any persons with whom Contractor may interact in the performance of this Agreement, and Contractor takes all reasonable steps to prevent harassment from occurring.

  • EMPLOYMENT POLICY 5.01 The Union and the Employer will cooperate in maintaining a desirable and competent labour force. The Employer will notify the Union of manpower requirements giving as much prior notice as possible. The Union will provide a list of manpower available. The Employer at its discretion may hire employees so listed or from other sources. 5.02 The Employer has the right to hire new employees as needed, provided that no new employee(s) will be hired while there are qualified, available employees who are laid off due to lack of work. An employee hired for a specific project outside the free travel zone shall be deemed as a local hire and will not be entitled to paid travel time or related expenses while working on that project. 5.03 To assist in the efficient placement of appropriately skilled members it is agreed that the Employer will inform the Union Office of members who are laid off and when employees are hired whether from the Union list or from another source. Laid off members are also required to notify the Union of their status. 5.04 New employees shall serve a probationary period of ninety (90) calendar days (3 months). During the probationary period, the Employer may terminate a probationary employee at its sole discretion provided it is not motivated by bad faith. Probationary employees are covered by the Agreement, excepting those provisions which specifically exclude such employees. During probation, all terms and conditions of the Collective Agreement apply amended as follows: a. A probationary employee who is a licensed journeyman may be paid one dollar and fifty cents ($1.50) less than the journeyman rate during the probation unless the parties agree otherwise or where the employee is hired through the Union’s Employment Assistance Service. b. Probationary apprentices shall be paid a percentage of the journeyman probationary rate during probation unless the parties agree otherwise or where the employee is hired through the Union’s Employment Assistance Service. 5.05 The Employer may contract out electrical work provided it does not result in the layoff of electricians in the bargaining unit.

  • 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.

  • Employment Policies The employment relationship between the parties shall also be governed by the general employment policies and practices of the Company, including those relating to protection of confidential information and assignment of inventions, except that when the terms of this Agreement differ from or are in conflict with the Company’s general employment policies or practices, this Agreement shall control.

  • 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.

  • Sexual Harassment CONTRACTOR shall have a Sexual and Gender Identity harassment policy that clearly describes the kinds of conduct that constitutes sexual harassment and that is prohibited by the CONTRACTOR’s policy, as well as federal and state law. The policy should include procedures to make complaints without fear of retaliation, and for prompt and objective investigations of all sexual harassment complaints. CONTRACTOR further agrees to provide annual training to all employees regarding the laws concerning sexual harassment and related procedures pursuant to Government Code 12950.1.

  • 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.

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