Other Forms of Harassment. Employees shall not be subject to other forms of harassment. Definitions of other forms of harassment, procedures, and rights of parties involved in disputes are described in UFV Harassment Policy 18. Violations shall be dealt with through UFV Harassment Policy number 18.
Other Forms of Harassment. Non-gender or non-sex-based harassment of individuals protected under federal civil rights laws, as set forth in organizational policies or codes of conduct, statutes, regulations, or executive orders. Finding/Determination: The final disposition of a matter involving sexual harassment or other form of harassment under organizational policies and processes, to include the exhaustion of permissible appeals exercised by the PI or co-PI, or a conviction of a sexual offense in a criminal court of law. Administrative Leave/Administrative Action: Any temporary/interim suspension or permanent removal of the PI or co-PI, or any administrative action imposed on the PI or co-PI by the awardee under organizational policies or codes of conduct, statutes, regulations, or executive orders, relating to activities, including but not limited to the following: teaching, advising, mentoring, research, management/administrative duties, or presence on campus. The awardee is required to notify NSF of: (1) Any finding/determination regarding the PI or any co-PI8 that demonstrates a violation of awardee policies or codes of conduct, statutes, regulations, or executive orders relating to sexual harassment, other forms of harassment, or sexual assault; and/or (2) if the PI or any co-PI is placed on administrative leave or if any administrative action has been imposed on the PI or any co-PI by the awardee relating to any finding/determination or an investigation of an alleged violation of awardee policies or codes of conduct, statutes, regulations, or executive orders relating to sexual harassment, other forms of harassment, or sexual assault.9 Such notification must be submitted by the Authorized Organizational Representative (AOR) to NSF's Office of Equity and Civil Rights at xxx.xxx.xxx/xxxxxxxxxx within ten business days from the date of the finding/determination, or the date of the placement of a PI or co-PI by the awardee on administrative leave or the imposition of an administrative action, whichever is sooner.10 Each notification must include the following information: • NSF Award Number; • Name of PI or co-PI being reported;11 • Type of Notification: Select one of the following: ○ Finding/Determination that the reported individual has been found to have violated awardee policies or codes of conduct, statutes, regulations, or executive orders relating to sexual harassment, other forms of harassment, or sexual assault; or ○ Placement by the awardee of the reported individual ...
Other Forms of Harassment. Non-gender or non-sex-based harassment of individuals protected under federal civil rights laws, as set forth in organizational policies or codes of conduct, statutes, regulations, or executive orders.
Other Forms of Harassment. Non-gender or non-sex-based harassment of individuals protected under federal civil rights laws, as set forth in organizational policies or codes of conduct, statutes, regulations, or executive orders. Finding/Determination: The final disposition of a matter involving sexual harassment or other form of harassment under organizational policies and processes, to include the exhaustion of permissible appeals exercised by the PI or co-PI, or a conviction of a sexual offense in a criminal court of law. Administrative Leave/Administrative Action: Any temporary/interim suspension or permanent removal of the PI or co-PI, or any administrative action imposed on the PI or co-PI by the awardee under organizational policies or codes of conduct, statutes, regulations, or executive orders, relating to activities, including but not limited to the following: teaching, advising, mentoring, research, management/administrative duties, or presence on campus.
Other Forms of Harassment. Some bullying and harassment behaviours may also involve breaches of human rights under the BC Human Rights Code — such as when the behaviour involves racial or sexual discrimination towards a worker. While this guide does not address the implications and remedies available under the BC Human Rights Code, other sources of information can help employers, workers, and supervisors address such issues. For more information, review the BC Human Rights Code, seek advice from a qualified legal professional, or contact the BC Human Rights Tribunal to file a complaint. Criminal behaviour is not addressed in this guide. An employer must conduct an investigation into all incidents of bullying and harassment in the workplace. However, if a bullying and harassment incident or complaint involves criminal activity, seek advice from the police before taking action.
Other Forms of Harassment. Altisource prohibits all verbal or physical conduct that degrades or shows hostility or hatred toward an individual because of his or her race, color, national origin, citizenship, religion, sexual orientation, marital status, age, mental or physical handicap or disability, veteran status or any other characteristic protected by law, which: Code of Business Conduct and Ethics Page | 19 12 February 2018 • has the purpose or effect of creating an intimidating, hostile or offensive work environment; or • has the purpose or effect of unreasonably interfering with an individual’s work performance or otherwise adversely affects an individual’s employment. Prohibited harassing conduct includes, but is not limited to, the following: epithets; slurs; negative stereotyping; threatening, intimidating or hostile acts; and written or graphic material that ridicules or shows hostility or aversion to an individual or group and that is posted on Company premises or circulated in the workplace.
Other Forms of Harassment. For the purposes of this policy, harassment includes (but is not necessarily limited to) discrimination, interference, harassment or coercion exercised or practiced with respect to any member by reason of age, race, creed, colour, place of origin, ethnic origin, citizenship, ancestry native language, political or religious affiliation, beliefs or activities, sex or sexual preference/orientation, gender, marital status, family status, parental status, record of offences except where it refers to bona fide qualification, Acquired Immune Deficiency Syndrome (AIDS), AIDS-related illness, positive Human Immune Deficiency Virus (HIV) test, handicap or disability which does not prevent the performance of the duties of the position or activity.
Other Forms of Harassment. Harassment in any form, including, without limitation, harassment based on an employee’s age, sex, race, creed, color, national origin, sexual orientation, military status, disability, predisposing genetic characteristics, marital status or domestic violence victim status, is prohibited.
Other Forms of Harassment. Harassment on the basis of any other Protected Status is also strictly prohibited. Under this policy, harassment is verbal or physical conduct that degrades or shows hostility or hatred toward an individual because of his or her Protected Status, and that • has the purpose or effect of creating an intimidating, hostile, or offensive work environment; • has the purpose or effect of unreasonably interfering with an individual’s work performance; or • otherwise adversely affects an individual’s employment. Harassing conduct includes, but is not limited to, the following: epithets; slurs; negative stereotyping; threatening, intimidating or hostile acts; and written or graphic material that ridicules or shows hostility or aversion to an individual or group and that is posted on Company premises or circulated in the workplace.
Other Forms of Harassment. Other forms of prohibited harassment include offensive comments or conduct pertaining to a person’s race, ethnicity, religion, creed, ancestry, national origin, age, physical or mental disability, sexual orientation, gender, marital status, or veteran status, or any other characteristic protected by local, state or federal law. Such conduct may include, but is not limited to: • Making gestures, threats, derogatory comments, or slurs that may be offensive to individuals of a particular group. • Bullying behavior that is threatening, intimidating, verbally abusive, or results in other disruptive actions at BATV. • Displaying derogatory objects, photographs, cartoons, calendars, or posters. • Sending messages by letters, notes, e-mail, text messaging, social media, or telephone that may be offensive to individuals in a particular group. Responsibilities All BATV members and employees are expected to help ensure the environment remains free of harassment. Any member, who believes he or she is being subjected to harassment by a BATV member or employee, or who has witnessed harassment of or by another member or employee, has a responsibility to promptly report the matter through one of the means identified in the “Reporting Incidents of Harassment” section of this policy. Upon learning of any alleged harassment, BATV will promptly investigate the matter and take appropriate steps, which may include disciplinary action up to and including membership suspension or termination of employment.
