Common use of NO HARASSMENT POLICY Clause in Contracts

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.

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 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 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 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 4. All Supervisors, Managers and Union Officials will be responsible for taking steps to prevent harassment from occurring. 9.5 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 Plant Chairperson (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.

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 Yanfeng Canada Automotive Interior Systems ULC 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’ Yanfeng Canada Automotive Interior Systems ULC 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 category, shall be brought to the attention dealt with in accordance with Letter of Understanding # 11 titled Work Place Harassment in compliance with Xxxx 132 of the Human Resources Manager Ontario Occupational Health & Safety Act 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 takenas amended. 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.

NO HARASSMENT POLICY. The Company and the Union agree that will not permit discrimination against employees team members on the basis of race, sex, or any other protected category is an unlawful employment practicecategory. All employees should, therefore, be aware of the following: 9.1 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 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 3. All employees are strictly prohibited from sending electronic messages during work time or on Xxxxxxx Controls equipment, Bridgewater Interiors 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 ControlsBridgewater Interiors’ equipment to access internet sites which contain offensive materials related to sex, race or other protected categories. 9.4 4. All Supervisors, Managers and Union Officials will be responsible for taking steps to prevent harassment from occurring. 9.5 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 Adient VP Human Resources department located in Plymouth, Michigan. An employee is always welcome and entitled to include your Union representative in any of the above discussions. Each incident shall then be investigated without delay by the Human Resource Manager (or designate)delay, 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.