Obligation of Employees. Employees are obligated to bring a complaint of harassment to the attention of the employer or the Union as soon as possible. If the employer is not made aware of any issues of harassment, they may be unable to address such issues. If an employee believes that he/she has been harassed on the basis of any of the grounds stated in Article 3.01, that employee should: • Tell the alleged harasser(s) to stop, if possible; • Document the event(s), complete with the time, date, location, names of witnesses and details of each event.
Obligation of Employees. Employees are obligated to bring any complaint of harassment to the attention of the Human Rights representative for the company or the union as soon as possible. If the Company/Union are not made aware of any issues of harassment they may be unable to address such issues. Employees are obligated to not engage in acts of harassment. Properly discharged supervisory responsibilities including disciplinary action is not considered harassment. Neither is this policy meant to inhibit free speech or interfere with the normal social relations that are part of life in ArcelorMittal Woodstock. If an employee believes that he/she has been harassed on the basis of any of the ground stated above, that employee should: • Tell the alleged harasser(s) to stop, if possible • Document the event(s), complete with the time, date, and location, names of witnesses and details of each event if possible. • If the harassed employee does not feel able to approach the alleged harasser(s) directly, or if, after being told to stop, the alleged harasser continues, the harassed employee should: • lodge a complaint either directly through a person on his/her behalf with any company or union representative.
Obligation of Employees. In connection with the processing of personal data agreed here, Telekom shall maintain confidentiality in accordance with the DSGVO, in accordance with § 3 TTDSG and in accordance with § 203 of the German Criminal Code (StGB) and shall obligate and sensitize the persons authorized to process the personal data accordingly. In the area of application of the processing of social data, Telekom will additionally commit to maintaining social secrecy in accordance with § 35 SGB I. Agreements in the GTC and the applicable documents to maintain confidentiality and protect non-personal data shall remain unaffected. Insofar as no agreement has been made in this respect in the General Terms and Conditions and the applicable documents, both parties undertake to keep secret all information from the area of the other party which is not generally public knowledge and which becomes known to them through the business relationship and not to use it for their own purposes outside this contract or the purposes of third parties.
Obligation of Employees. Employees are obligated to bring any complaint of harassment to the attention of the Human Resources Manager for the Company or Committeeperson for the Union as soon as possible. If the Company/Union is not made aware of any issues of harassment, they may be unable to address such issues. Properly discharged supervisory responsibility including disciplinary action or conduct that does not interfere with a climate of understanding and respect for dignity and worth of Dana employees are not considered harassment. Neither is this policy meant to inhibit free speech or interfere with normal social relations that are a part of life in Xxxx.
Obligation of Employees. Employees are obligated to bring any complaint of harassment to the attention of the Human Resources Manager for the Company or Committeeperson for the Union as soon as possible. If the Company/Union is not made aware of any issues of harassment, they may be unable to address such issues. What Harassment is not Properly discharged supervisory responsibility including disciplinary action or conduct that does not interfere with a climate of understanding and respect for dignity and worth of Xxxx employees are not considered harassment. Neither is this policy meant to inhibit free speech or interfere with normal social relations that are a part of life in Xxxx. Filing a Complaint If an employee believes that he/she has been harassed on the basis of any of the grounds stated above, that employees should: • Tell the alleged harasser to stop. • Document the event(s) complete with the time, date, location, names of the witnesses and details of each event, if possible. • If the harassed employee does not feel able to approach the alleged harasser)s) directly, or if after being told to stop the alleged harasser continues the harassed employee should lodge a complaint either directly or through a person on his/her behalf with any company or union representative.
Obligation of Employees. Employees are obligated to bring any complaint of harassment to the attention of the Human Resources Manager for the Company or Committeeperson for the Union as soon as possible. If the Company/Union is not made aware of any issues of harassment, they may be unable to address such issues. Properly discharged supervisory responsibility including disciplinary action or conduct that does not interfere with a climate of understanding and respect for dignity and worth of Dana employees are not considered harassment. Neither is this policy meant to inhibit free speech or interfere with normal social relations that are a part of life in Xxxx. If an employee believes that he/she has been harassed on the basis of any of the grounds stated above, that employees should: Tell the alleged harasser to stop. Document the event(s) complete with the time, date, location, names of the witnesses and details of each event, if possible. If the harassed employee does not feel able to approach the alleged harasser(,s) directly, or if after being told to stop the alleged harasser continues the harassed employee should lodge a complaint either directly or through a person on his/her behalf with any company or union representative.
Obligation of Employees. Employees are obligated to bring any complaint of harassment to the attention of the Human Rights representative for the company or the union as soon as possible. If the company / union is not made aware of any issues of harassment, they may be unable to address such issues. Properly discharged supervisory responsibilities including disciplinary action, or conduct that does not interfere with a climate of understanding and respect for the dignity and worth of Xxxx Corporation Ltd. employees are not considered harassment. Neither is this policy meant to inhibit free speech or interfere with the normal social relations that are a part of life in Xxxx Corporation Canada Ltd. (Kitchener) If an employee believes that he/she has been harassed on the basis of any of the grounds stated above, that employee should: • Tell the alleged harasser(s) to stop, if possible; • Document the event(s), complete with the time, date, location, names of witnesses and details of each event, if possible. • If the harassed employee does not feel able to approach the alleged harasser(s) directly, or if, after being told to stop, the alleged harasser continues, the harassed employee should: • Lodge a complaint either directly through a person on his/her behalf with any company or union representative.
Obligation of Employees. Employees are obligated to bring any complaint of harassment to the attention of the Human Resources Representative for the Hospital or the Union Chairperson as soon as possible. If the Hospital /Union are not made aware of any issues of harassment, they may be unable to address such issues. Properly discharged supervisory responsibilities including disciplinary action, or conduct that does not interfere with a climate of understanding and respect for the dignity and worth of SMGH employees are not considered harassment. Neither is this policy meant to inhibit free speech or interfere with the normal social relations that are a part of life in SMGH. DATED AT KITCHENER, ONTARIO THIS DAY OF , 2010. THE HOSPITAL THE UNION CLASSIFICATION START FT 1 YR 2YR 3YR 4YR PT 825HRS 1650HRS 3300HRS 4950HRS Nursing R.P.N. (PRIOR CONTRACT END RATE) 24.88 24.97 25.02 25.26 25.53 1-Apr-09 25.41 25.49 25.55 25.79 26.06 20-Nov-09 25.51 25.59 25.65 25.89 26.16 1-Apr-10 26.15 26.23 26.29 26.54 26.81 1-Apr-11 26.84 26.92 26.98 27.24 27.52 R.P.N. - O.R. Technician (PRIOR CONTRACT END RATE) 25.02 25.15 25.25 25.47 25.73 1-Apr-09 25.55 25.68 25.78 26.01 26.27 20-Nov-09 25.65 25.78 25.88 26.11 26.37 1-Apr-10 26.29 26.42 26.53 26.76 27.03 1-Apr-11 26.98 27.12 27.22 27.46 27.74 Nursing Ass't.(Non-Reg.) (PRIOR CONTRACT END RATE) 20.41 20.50 20.56 20.77 21.05 1-Apr-09 20.84 20.93 21.00 21.20 21.49 20-Nov-09 20.94 21.03 21.10 21.30 21.59 1-Apr-10 21.38 21.47 21.54 21.75 22.04 1-Apr-11 21.86 21.95 22.03 22.24 22.54 OR Attendant Er Attendant Cath Lab Attendant Central Attendant Instument Room Attendant (PRIOR CONTRACT END RATE) 18.88 19.00 19.07 19.27 19.42 1-Apr-09 19.28 19.40 19.47 19.67 19.83 1-Apr-10 19.68 19.81 19.88 20.09 20.24 1-Apr-11 20.12 20.25 20.33 20.54 20.70 Supply Assistant 1 (PRIOR CONTRACT END RATE) 18.47 18.59 18.67 18.86 19.00 1-Apr-09 18.86 18.98 19.06 19.26 19.40 20-Nov-09 19.11 19.23 19.31 19.51 19.65 1-Apr-10 19.51 19.63 19.72 19.92 20.06 1-Apr-11 19.95 20.08 20.16 20.37 20.51 31-Mar-12 20.20 20.83 20.91 21.12 21.26 CLASSIFICATION START FT PT 1 YR 825HRS 2YR 1650HRS 3YR 3300HRS 4YR 4950HRS Supply Assistant II (PRIOR CONTRACT END RATE) 18.58 18.69 18.94 18.98 19.15 1-Apr-09 18.97 19.08 19.33 19.38 19.55 20-Nov-09 19.22 19.33 19.58 19.63 19.80 1-Apr-10 19.62 19.74 19.99 20.04 20.22 1-Apr-11 20.07 20.18 20.44 20.49 20.67 31-Mar-12 20.82 20.93 21.19 21.24 21.42 Xxxxxx (PRIOR CONTRACT END RATE) 18.47 18.59 18.67 18.86 19.00 1-Apr-09 18.86 18.98 19.06 19.26 19.40 1-Apr-10 ...
Obligation of Employees. Employees are obliged to bring any complaint of harassment to the attention of a senior officer of the vessel or the human resources department of the Company or a representative of the Union as soon as possible. If the Company and Union are not made aware of workplace harassment, they may be unable to address such issues. Properly discharged supervisory responsibilities including disciplinary action, or conduct that does not interfere with a climate of understanding and respect for the dignity and worth of McAsphalt Marine Transportation Ltd. (MMTL) employees are not considered to be harassment. Neither is this policy meant to inhibit free speech or interfere with the normal social relations that are a part of work life at McAsphalt Marine Transportation Ltd. (MMTL). If an employee believes that he or she has been harassed on the basis of any of the grounds stated above, that employee should; • Tell the alleged harasser(s) to stop whenever possible; • Document the event(s), complete with the time, date, location, names of witnesses and details of each event whenever possible. • If the harassed employee does not feel able to approach the alleged harasser(s) directly, or if, after being told to stop, the alleged harasser continues, the harassed employee should lodge a complaint directly to any Company or Union Representative.
Obligation of Employees. Employees are obligated to bring any complaint of harassment to the attention of the Human Rights representativefor the company or the union as soon as possible. If the are not made aware of any issues of harassment they may be unable to address such issues. Employees are obligated to not engage in acts of harassment. Properly discharged supervisory responsibilities including disciplinary action is not considered harassment. Neither is this policy meant to inhibit free speech or interfere with the normal social relations that are part of life in Woodstock. If an employee believes that has been harassed on the basis of any of the ground stated above, that employee should: Tell the alleged to stop, if possible Document the complete with the time, date, and location, names of witnesses and details of each event if possible. If the harassed employee does not feel able to approach the alleged directly, or if, after being told to stop, the alleged harasser continues, the harassed employee should: lodge a complaint either directly through a person on behalf with any company or union representative.
