Non-Harassment Policy. 46.00. The Employer and the Union recognize that harassment is a form of employment discrimination that violates federal and state law.
Non-Harassment Policy. It is the policy of the Landlord and its management agent that foul and/or vulgar language (e.g. swearing, name-calling, bigoted, racist, or sexist remarks) aggressive, abusive or malicious behavior, either verbal or physical, that would harm, ridicule, embarrass, defame, harass, or intimidate any staff, property manager, other tenant, or guest will not be tolerated and could be grounds for termination of tenancy. Any such behavior may be reported by the Landlord to local law enforcement authorities.
Non-Harassment Policy. It is the policy of the Landlord and its management agent that foul and/or vulgar language (e.g. swearing, name-calling, bigoted, racist, or sexist remarks) aggressive, abusive or malicious behavior, either verbal or physical, that would harm, ridicule, embarrass, defame, harass, or intimidate any staff, property manager, other tenant, or guest will not be tolerated and could be grounds for termination of tenancy. Any such behavior may be reported by the Landlord to local law enforcement authorities. Emergency Contact Acknowledgement: By providing Emergency Contact information, it is understood and agreed by the Tenant that the Emergency Contact may be reached in the event of an emergency situation and may be given access to the rental unit if the contact or management believe the situation warrants. An Emergency Situation is defined as a situation in which the health or safety of the Tenant of guests of Tenant or others in the building are or may be put at risk.
Non-Harassment Policy. Action Black disapproves of any unwelcome, inappropriate, and/or offensive conduct by its personnel or its members. If you believe you have been subjected to unwelcome, inappropriate, and/or offensive conduct by any Action Black personnel, including while participating in an Action Black At-Home Individual or Group Class, at an Action Black studio, or any other Action Black-related context, we encourage you to clearly and promptly tell the person engaging in the conduct that is unwelcome and offensive (if you are comfortable doing so). We also ask that you promptly notify a member of the Action Black team at your nearest location. When making a report or complaint, we strongly recommend that you provide as much specific information as possible in writing, including the following regarding each alleged incident: date, time, place (specify studio location or time/type of virtual class), names of any witnesses, what was said or done, and any other relevant surrounding facts/circumstances. Action Black will strive to appropriately investigate any reported incidents and seek to provide due process for all parties. Action Black's responsive actions, however, cannot be known in advance since they will vary depending upon the nature of the allegations. Action Black strives to maintain confidentiality throughout the investigative process to the extent practicable. However, our duty to investigate and take corrective action as appropriate may require the disclosure of certain information, and therefore confidentiality cannot be guaranteed. Any disputes or complaints not resolved via this complaint process will be subject to the Arbitration procedures below for users in the United States and Canada.
Non-Harassment Policy. The Den disapproves of any unwelcome, inappropriate and/or offensive conduct by its personnel or its members. If you believe you have been subject to unwelcomed, inappropriate, and/or offensive conduct by any The Den personnel, including while participating in any context, we encourage you to clearly and promptly tell the person engaging in the conduct that is unwelcomed and offensive (if you are comfortable doing so). We also ask that you promptly notify a member of The Den Team at xxxx@xxxxxxxxxxxxxx.xxx. When making a report or complaint, we strongly recommend that you provide as much specific information as possible in writing, including the following regarding each alleged incident: date, time, place, names of any witnesses, what was said or done, and any other relevant surrounding facts/circumstances. The Den will strive to appropriately investigate any reported incidents and seek to provide due process for all parties. The Den responsive actions, however, cannot be known in advance since they will vary depending upon the nature of the allegations. The Den strives to maintain confidentiality throughout the investigative process to the extent practicable. However, our duty to investigate and take corrective action as appropriate may require the disclosure of certain information, and therefore confidentiality cannot be guaranteed. Any disputes or complaints not resolved via this complaint process will be subject to the Arbitration procedures below for users in the United States.
Non-Harassment Policy. LAFLA is opposed to and will not tolerate harassment, including harassment based upon a protected status such as sex, race, national origin, age, religion, sexual orientation, or disability in any form. Please keep in mind that jokes, stories, slurs, cartoons, nicknames, and comments about appearance may be offensive to others. Harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when: Submission to the conduct is made either an explicit or implicit condition of volunteering; or The harassment has the purpose or effect of unreasonably interfering with a volunteer’s work performance or creates an intimidating, hostile or offensive work environment. Each volunteer must exercise his or her own good judgment to avoid engaging in conduct that another may perceive as sexual harassment. The following are some examples of inappropriate behavior that LAFLA will not tolerate:
