Common use of Obligation of Employees Clause in Contracts

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. 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. 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 xxxxx a complaint either directly through a person on his/her behalf with any company or union representative.