Non-Harassment. 30.1 The University agrees to the maintenance and administration of Policy D1125 (Non- Harassment), as amended from time to time by the University in consultation with the Association.
Non-Harassment. The School District recognizes that not every advance or contact of a sexual nature constitutes harassment. Whether a particular action or incident is a personal, social relationship without a discriminatory employment or education effect requires a determination based on all of the facts and surrounding circumstances. False accusations can have a serious detrimental effect on innocent parties. False or malicious complaints of sexual harassment may result in corrective or disciplinary actions taken against the complainant.
Non-Harassment. The Company and the Union agree that there will be no Discrimination or Harassment practiced which is contrary to the Ontario Human Rights Code (OHRC).
Non-Harassment. GME specific Policy regarding Resident Non-Harassment outlines faculty responsibility, reporting, corrective measures, and methods to educate about and prevent and correct sexual harassment.
Non-Harassment. The parties to this Agreement mutually agree that harassment of any nature is not to be tolerated. Every person working under this Agreement shall immediately notify the Employer and Union when possibility of a problem happens or exists.
Non-Harassment. It is the Town's policy to provide a workplace free from discomfort or pressure resulting from ridicule, slurs, and harassment either relating to distinctions based upon race, national origin, sex, sexual orientation, gender identity and/or expression, age, religion or disability or simply from a lack of consideration for a fellow human being.
Non-Harassment. Sheets, on the one hand, and the Individual Defendants, on the other, agree to not contact the other directly or indirectly in any way, including but not limited to personal encounters, telephone, mail, email, social media, Internet, or other electronic means. If the Settling Parties need to communicate, all communications should be through counsel for the Settling Parties as indicated in the “Notice” section below. Sheets, on the one hand, and the Individual Defendants, on the other, further agree not to harass, strike, threaten, assault, hit, follow, stalk, destroy the personal property of, or surveil the other party (or to cause anyone else to do so). For the sake of clarity, nothing in this Agreement precludes any party, in the regular course of its business operations, from using lawful means consistent with accepted industry standards to compete with any other business or party or to attend business or industry events.
Non-Harassment. Any employee who feels that he/she is a victim of harassment including derogatory slurs, comments, threats, unwelcome jokes, teasing, sexual advances, request for sexual favors or other similar verbal abuse or physical contact should immediately report such behavior to his/her immediate supervisor. The District will investigate all such reports which may result in disciplinary action, up to and including discharge The District has established a policy to promote a workplace that is free of all harassment, both sexual and otherwise. The policy is attached to this contract as Addendum "A" entitled "Sexual Harassment Policy of the Dighton Water District."
Non-Harassment. It is The Company's policy to prohibit intentional and unintentional harassment of any individual by another person on the basis of any protected classification including, but not limited to, race, color, national origin, disability, religion, marital status, sexual orientation or age. The purpose of this policy is not to regulate our employees' personal morality, but to ensure that in the workplace, no one harasses another individual. If you feel that you have been subjected to conduct which violates this policy, you should immediately report the matter to the Vice President of Support Services. If you are unable for any reason to contact this person, or if you have not received a satisfactory response within five (5) business days after reporting any incident of what you perceive to be harassment, please contact the CEO. Every report of perceived harassment will be fully investigated and corrective action will be taken where appropriate. Violation of this policy will result in disciplinary action, up to and including discharge. All complaints will be kept confidential to the extent possible, but confidentiality cannot be guaranteed. In addition, the Company will not allow any form of retaliation against individuals who report unwelcome conduct to management or who cooperate in the investigations of such reports in accordance with this policy. Employees who make complaints in bad faith may be subject to disciplinary action, up to and including discharge.
Non-Harassment. A. As required by law and UC Hastings regulations, UC Hastings prohibits sexual harassment and harassment based on pregnancy, childbirth or related medical conditions, race, religion, creed, gender, gender identity, political affiliation, color, national origin or ancestry, physical or mental disability, medical condition, marital/parental status, registered domestic partner status, age, sexual orientation or any other basis protected by federal, state or local law, ordinance or regulation. All such harassment, including sexual harassment, is unlawful.
B. Prohibited unlawful harassment includes, but is not limited to, the following behavior: • Verbal conduct such as epithets, derogatory jokes or comments, slurs or unwanted sexual advances, invitations or comments; • Visual displays such as derogatory and/or sexually-oriented posters, photography, cartoons, drawings or gestures; • Physical conduct including assault, unwanted touching, intentionally blocking normal movement or interfering with work because of sex, race or any other protected basis; • Threats and demands to submit to sexual requests as a condition of continued employment, or to avoid some other loss and offers of employment benefits in return for sexual favors; • Retaliation for reporting or threatening to report harassment; and • Disparate treatment in workload or work assignments for reporting or threatening to report harassment. All employees shall be encouraged to conduct themselves in a professional manner, and to be aware that body language and tone, both verbal and written, can contribute to instances of discrimination, harassment, intimidation, and bullying.
