Other Types of Harassment Sample Clauses

Other Types of Harassment. All other harassment should be reported to a faculty member, including a guidance counselor or the school nurse. If that staff member is not successful in resolving the situation or a decision is made to move the complaint forward, the incident must be referred to the school principal.
Sample 1Sample 2Sample 3See All (4)
AutoNDA by SimpleDocs
Other Types of Harassment. Other harassment includes but is not limited to the verbal conduct such as bullying, threats, epithets, derogatory comments or slurs, and written communications containing statements which may be offensive to individuals in a particular protected group, such as racial or ethnic stereotypes or caricatures.
Sample 1Sample 2
Other Types of Harassment. Just as sexual harassment is strictly prohibited, so too is harassment on the basis of race, color, ethnicity, disability, religion, national origin, age, gender, veteran status, sexual orientation, citizenship, or any other category protected by law. Any employee who believes that this policy has been violated should report the harassment at once to the HR Adminstrator or any member of the management team. Complaints may be made in person or in writing, and will be kept in the strictest confidence compatible with a thorough investigation. If you choose to make a complaint in writing, the complaint will be most useful if you identify yourself or other witnesses to the offending conduct. Anonymous complaints will be investigated to the extent possible, but complaints that fail to state the names of witnesses often cannot be verified.
Sample 1
Other Types of Harassment. Just as sexual harassment is strictly prohibited, so too is harassment on the basis of race, color, ethnicity, disability, religion, national origin, age, gender, veteran status, sexual orientation, citizenship, or any other category protected by law. Any employee who believes that this policy has been violated should report the harassment at once to the HR Administrator or any member of the management team. Complaints may be made in person or in writing, and will be kept in the strictest confidence compatible with a thorough investigation. If you choose to make a complaint in writing, the complaint will be most useful if you identify yourself or other witnesses to the offending conduct. Anonymous complaints will be investigated to the extent possible, but complaints that fail to state the names of witnesses often cannot be verified. Once a complaint is made, the New Press will promptly conduct a thorough and impartial investigation to determine if sexual harassment has occurred. If the alleged harassment involves the individuals who would ordinarily conduct the investigation, an alternate means of investigation will be used. If it is concluded after investigation that harassment did occur, the New Press will do its utmost to rectify the situation without delay. This may include the discipline or discharge of those participating in or condoning the harassment. Discipline may include a written warning, probation, suspension, or demotion, as well as discharge. Individuals who are found to have violated this policy may also be transferred to other positions, required to undergo counseling, and/or required to offer a formal apology. If the complaining employee is not satisfied with the outcome of the investigation or with the actions taken as a result of the investigation, he or she should notify the Owner, so that the matter can be reviewed. Employees who make a good faith complaint of harassment, or who cooperate with an investigation into possible harassment, will be protected against resultant adverse employment actions or retaliation. No coworker will suffer a negative impact because he or she followed this policy. Any retaliation against employees because they made good faith complaints, or cooperated in an investigation, is itself a violation of this policy. If you have any questions concerning the New Press' policy on harassment, or concerning any other equal employment opportunity matters please feel free to contact the HR Administrator or any member ...
Sample 1
Other Types of Harassment. Prohibited harassment on the basis of race, color, age, religion, national origin, disability or pregnancy or any other protected basis, includes behavior similar to sexual harassment, such as:
Sample 1

Related to Other Types of Harassment

  • OTHER TYPES OF LEAVE Court Leave

  • Types of Grievances (A) An Individual Grievance is a grievance initiated by the Union on behalf of an individual employee. (B) A Group Grievance is a grievance initiated by the Union on behalf of a group of employees similarly affected by the Employer’s actions. (C) A Policy Grievance is a grievance by the Union which may involve a matter of general policy or general application of the Collective Agreement. (D) A Union Grievance is a grievance which directly affects the Union. (E) An Employer Grievance is a grievance initiated by the Employer.

  • Harassment The Employer and the Union recognize the right of employees to work in an environment free from harassment, including sexual harassment, as defined by the Employer’s harassment policy.

  • Other Types of Traffic 8.1 Notwithstanding any other provision of this Agreement or any Tariff: (a) the Parties’ rights and obligations with respect to any intercarrier compensation that may be due in connection with their exchange of Internet Traffic shall be governed by the terms of the FCC Internet Order and other applicable FCC orders and FCC Regulations; and, (b) a Party shall not be obligated to pay any intercarrier compensation for Internet Traffic that is in excess of the intercarrier compensation for Internet Traffic that such Party is required to pay under the FCC Internet Order and other applicable FCC orders and FCC Regulations. 8.2 Subject to Section 8.1 of this Attachment, interstate and intrastate Exchange Access, Information Access, exchange services for Exchange Access or Information Access, and Toll Traffic, shall be governed by the applicable provisions of this Agreement and applicable Tariffs. 8.3 For any traffic originating with a third party carrier and delivered by CBB to Verizon, CBB shall pay Verizon the same amount that such third party carrier would have been obligated to pay Verizon for termination of that traffic at the location the traffic is delivered to Verizon by CBB. 8.4 Any traffic not specifically addressed in this Agreement shall be treated as required by the applicable Tariff of the Party transporting and/or terminating the traffic. 8.5 The Parties may also exchange Internet Traffic at the technically feasible Point(s) of Interconnection on Verizon’s network in a LATA established hereunder for the exchange of Reciprocal Compensation Traffic. Any intercarrier compensation that may be due in connection with the Parties’ exchange of Internet Traffic shall be applied at such technically feasible Point of Interconnection on Verizon’s network in a LATA in accordance with the FCC Internet Order.

  • Harassment and Discrimination The parties agree that the process for dealing with harassment for reasons not specifically prohibited by the Ontario Human Rights Code is an appropriate subject matter at Labour Management Committee meetings. BETWEEN: AND: The Employer agrees that employees may be permitted to transfer at the Employer's discretion from one nursing home to another for their own personal convenience and at their own expense, subject to the following conditions:

  • Discrimination and Harassment All members of the Appointments Committee shall be supplied with written information about the content and application of relevant federal and provincial legislation, and about University policies, relating to employment equity and federal immigration requirements. In accord with the provisions of the Article Employment Equity, Members shall familiarize themselves with such information as a condition of serving on the Appointments Committee. Furthermore, the Employer shall ensure that the Committee is aware of the relevant legislation and University policies, and the University Librarian or Xxxx and the Members participating in the work of the Committee shall share responsibility for ensuring that the relevant legislation and University policies are followed throughout the deliberations of the Committee. The Committee may call upon the Office of Equity and Human Rights Services for assistance.

  • NO DISCRIMINATION OR HARASSMENT 14.01 There shall be no discrimination, interference, restriction, coercion, harassment, intimidation or any disciplinary action exercised or practiced with respect to an employee by reason of race, national or ethnic origin, colour, religion, age, sex, sexual orientation, marital status, family status, disability, conviction for which a pardon has been granted, or union affiliation. 14.02 Grievances arising from Article 14.01 shall first be dealt with through an alternate dispute resolution process (ADR) as agreed to by the parties. Once alternate dispute resolution mechanisms are agreed to by the parties, the grievance will be held in abeyance pending the results of the ADR process. Furthermore, employees are precluded from other avenues of redress, save and except applicable legislative procedures, until the ADR process has concluded. The ADR process shall not result in any unreasonable delay. 14.03 Any level in the grievance procedure shall be waived if a person hearing the grievance is the subject of the complaint.

  • Types of Discipline The types of discipline recognized for purposes of applying one of the appeal procedures under this Article are:

  • Trunk Types 2.2.1 In interconnecting their networks pursuant to this Attachment, the Parties will use, as appropriate, the following separate and distinct trunk groups: 2.2.1.1 Interconnection Trunks for the transmission and routing of Reciprocal Compensation Traffic, translated LEC IntraLATA toll free service access code (e.g., 800/888/877) traffic, and IntraLATA Toll Traffic, between their respective Telephone Exchange Service Customers, Tandem Transit Traffic, and, Measured Internet Traffic, all in accordance with Sections 5 through 8 of this Attachment; 2.2.1.2 Access Toll Connecting Trunks for the transmission and routing of Exchange Access traffic, including translated InterLATA toll free service access code (e.g., 800/888/877) traffic, between Ymax Telephone Exchange Service Customers and purchasers of Switched Exchange Access Service via a Verizon access Tandem in accordance with Sections 9 through 11 of this Attachment; and 2.2.1.3 Miscellaneous Trunk Groups as mutually agreed to by the Parties, including, but not limited to: (a) choke trunks for traffic congestion and testing; and, (b) untranslated IntraLATA/InterLATA toll free service access code (e.g. 800/888/877) traffic. 2.2.2 Other types of trunk groups may be used by the Parties as provided in other Attachments to this Agreement (e.g., 911/E911 Trunks) or in other separate agreements between the Parties (e.g., directory assistance trunks, operator services trunks, BLV/BLVI trunks or trunks for 500/555 traffic). 2.2.3 In accordance with the terms of this Agreement, the Parties will deploy One-Way Interconnection Trunks (trunks with traffic going in one direction, including one-way trunks and uni-directional two-way trunks) and/or Two-Way Interconnection Trunks (trunks with traffic going in both directions). 2.2.4 Ymax shall establish, at the technically feasible Point(s) of Interconnection on Verizon’s network in a LATA, separate Interconnection Trunk group(s) between such POI(s) and each Verizon Tandem in a LATA with a subtending End Office(s) to which Ymax originates calls for Verizon to terminate. 2.2.5 In the event the volume of traffic between a Verizon End Office and a technically feasible Point of Interconnection on Verizon’s network in a LATA, which is carried by a Final Tandem Interconnection Trunk group, exceeds (a) the Centium Call Seconds (Hundred Call Seconds) busy hour equivalent of one (1) DS1 at any time; (b) 200,000 minutes of use for a single month; and/or; (c) 600 busy hour Centium Call Seconds (BHCCS) of use for a single month: (i) if One-Way Interconnection Trunks are used, the originating Party shall promptly establish new or augment existing End Office One-Way Interconnection Trunk groups between the Verizon End Office and the technically feasible Point of Interconnection on Verizon’s network; or,

  • Types of Leave Employees shall be entitled to the following temporary noncumulative leaves of absence with full pay each school year.

Draft better contracts in just 5 minutes Get the weekly Law Insider newsletter packed with expert videos, webinars, ebooks, and more!