Common use of Personal and Psychological Harassment Definition Clause in Contracts

Personal and Psychological Harassment Definition. (a) Personal and psychological harassment means objectionable conduct - either repeated or persistent, or a single serious incident - that an individual would reasonably conclude: (1) creates a risk to a worker's psychological or physical well-being; causes a worker substantial distress or results in an employee's humiliation or intimidation; or (2) is discriminatory behaviour that causes substantial distress and is based on a person's race, colour, ancestry, place of origin, political beliefs, religion, marital status, physical or mental disability, sex, age, sexual orientation or gender identity; or (3) is seriously inappropriate and serves no legitimate work-related purpose. (b) Good faith actions of a manager or supervisor relating to the management and direction of employees - such as assigning work, providing feedback to employees on work performance, and taking reasonable disciplinary action - do not constitute harassment.

Personal and Psychological Harassment Definition. ‌ (a) Personal and psychological harassment means objectionable conduct - either repeated or persistent, or a single serious incident - – that an individual would reasonably conclude: (1) creates a risk to a worker's psychological or physical well-being; causes a worker substantial distress or results in an employee's humiliation or intimidation; or (2) is discriminatory behaviour that causes substantial distress and is based on a person's race, colour, ancestry, place of origin, political beliefs, religion, marital status, physical or mental disability, sex, age, sexual orientation or gender identity, expression; or (3) is seriously inappropriate and serves no legitimate work-related purpose. (b) Good faith actions of a manager or supervisor relating to the management and direction of employees - such as assigning work, providing feedback to employees on work performance, and taking reasonable disciplinary action - do not constitute harassment.

Personal and Psychological Harassment Definition. (a) Personal and psychological Psychological harassment means objectionable conduct - – either repeated or persistent, or a single serious incident - – that an individual would reasonably conclude: (1) creates a risk to a worker's psychological or physical well-being; causes a worker substantial distress or results in an employee's humiliation or intimidation; or (2) is discriminatory behaviour that causes substantial distress and is based on a person's race, colour, ancestry, place of origin, political beliefs, religion, marital status, physical or mental disability, sex, age, sexual orientation or gender identity; or (3) is seriously inappropriate and serves no legitimate work-related purpose. (b) . Good faith actions of a manager or supervisor relating to the management and direction of employees - – such as assigning work, providing feedback to employees on work performance, and taking reasonable disciplinary action - – do not constitute harassment.

Personal and Psychological Harassment Definition. (a) Personal and psychological harassment means objectionable conduct - – either repeated or persistent, or a single serious incident - – that an individual would reasonably conclude: (1) creates a risk to a worker's psychological or physical well-being; causes a worker substantial distress or results in an employee's humiliation or intimidation; or (2) is discriminatory behaviour that causes substantial distress and is based on a person's race, colour, ancestry, place of origin, political beliefs, religion, marital status, physical or mental disability, sex, age, sexual orientation or gender identity; or (3) is seriously inappropriate and serves no legitimate work-related purpose. (b) Good faith actions of a manager or supervisor relating to the management and direction of employees - – such as assigning work, providing feedback to employees on work performance, and taking reasonable disciplinary action - – do not constitute harassment.. X.3 Sexual Harassment Definition

Personal and Psychological Harassment Definition. ‌ (a) Personal and psychological harassment means objectionable conduct - either with repeated or persistent, or a single serious incident - that an individual would reasonably conclude: (1) creates Creates a risk to a worker's psychological or physical well-being; causes a worker substantial distress or results in an employee's humiliation or intimidation; or (2) is Is discriminatory behaviour that causes substantial distress and is based on a person's race, colour, ancestry, place of origin, political beliefs, religion, marital status, physical or mental disability, sex, age, sexual orientation or gender identity; or (3) is Is seriously inappropriate and serves no legitimate work-related purpose. (b) Good faith actions of a manager or supervisor relating to the management and direction directions of employees - employees, such as assigning work, providing feedback to employees on work performance, performance and taking reasonable disciplinary action - do not constitute harassment.

Personal and Psychological Harassment Definition. ‌ (a) Personal and psychological harassment means objectionable conduct - either repeated or persistent, or a single serious incident - that an individual would reasonably a reasonable person may conclude: (1) creates a risk to a worker's psychological or physical well-being; causes a worker substantial distress or results in an employee's humiliation or intimidation; or (2) is discriminatory behaviour that causes substantial distress and is based on a person's race, colour, ancestry, place of origin, political beliefs, religion, marital status, physical or mental disability, sex, age, sexual orientation or gender identity; or (3) is seriously inappropriate and serves no legitimate work-related purpose. (b) Good faith actions of a manager or supervisor relating to the management and direction of employees - such as assigning work, providing feedback to employees on work performance, and taking reasonable disciplinary action - do not constitute harassment.

Personal and Psychological Harassment Definition. (a) Personal and psychological harassment means objectionable conduct - either repeated or persistent, or a single serious incident - that than an individual would reasonably conclude: (1) creates Creates a risk to a worker's psychological or physical well-being; causes a worker substantial distress or results in an employee's humiliation or intimidation; or (2) is Is discriminatory behaviour that causes substantial distress and is based on a person's race, colour, ancestry, place of origin, political beliefs, religion, marital status, physical or mental disability, sex, age, sexual orientation or gender identity; or (3) is Is seriously inappropriate and serves no legitimate work-related purpose. (b) Good faith actions of a manager or supervisor relating to the management and direction of employees - such as assigning work, providing feedback to employees on work performance, and taking reasonable disciplinary action - do not constitute harassment.

Personal and Psychological Harassment Definition. (a) Personal and psychological harassment means objectionable conduct - either repeated or persistent, or a single serious incident - that than an individual would reasonably conclude: (1) creates Creates a risk to a worker's psychological or physical well-being; causes a worker substantial distress or results in an employee's humiliation or intimidation; or (2) is Is discriminatory behaviour that causes substantial distress and is based on a person's race, colour, ancestry, place of origin, political beliefs, religion, marital status, physical or mental disability, sex, age, sexual orientation or gender identity; or (3) is Is seriously inappropriate and serves no legitimate work-related purpose. (b) Good faith actions of a manager or supervisor relating to the management and direction of employees - such as assigning work, providing feedback to employees on work performance, and taking reasonable disciplinary action - do not constitute harassment.

Personal and Psychological Harassment Definition. (a) Personal and psychological harassment means objectionable conduct - either repeated or persistent, or a single serious incident - that an individual would reasonably conclude: (1) creates a risk to a worker's psychological or physical well-being; causes a worker substantial distress or results in an employee's humiliation or intimidation; or (2) is discriminatory behaviour that causes substantial distress and is based on a person's race, colour, ancestry, place of origin, political beliefs, religion, marital status, physical or mental disability, sex, age, sexual orientation or gender identity; or (3) is seriously inappropriate and serves no legitimate work-related purpose. (b) Good faith actions of a manager or supervisor relating to the management and direction of employees - such as assigning work, providing feedback to the employees on work performance, and taking reasonable disciplinary action - do not constitute harassment.

Personal and Psychological Harassment Definition. (ae) Personal and psychological harassment means objectionable conduct - either repeated or persistent, or a single serious incident - that an individual would reasonably conclude: (1) creates a risk to a worker's ’s psychological or physical well-being; causes a worker substantial distress or results in an employee's ’s humiliation or intimidation; or (2) is discriminatory behaviour that causes substantial distress and is based on a person's ’s race, colour, ancestry, place of origin, political beliefs, religion, marital status, physical or mental disability, sex, age, sexual orientation or gender identity; or (3) is seriously inappropriate and serves no legitimate work-related purpose. (bf) Good faith actions of a manager or supervisor relating to the management and direction of employees - such as assigning work, providing feedback to employees on work performance, and taking reasonable disciplinary action - do does not constitute harassment.

Personal and Psychological Harassment Definition. (a) Personal and psychological harassment means objectionable conduct - either repeated or persistent, or a single serious incident - that than an individual would reasonably conclude: (1) creates a risk to a worker's psychological or physical well-being; causes a worker substantial distress or results in an employee's humiliation or intimidation; or (2) is discriminatory behaviour that causes substantial distress and is based on a person's race, colour, ancestry, place of origin, political beliefs, religion, marital status, physical or mental disability, sex, age, sexual orientation or gender identity; or (3) is seriously inappropriate and serves no legitimate work-related purpose. (b) Good faith actions of a manager or supervisor relating to the management and direction of employees - such as assigning work, providing feedback to employees on work performance, and taking reasonable disciplinary action - do not constitute harassment.

Personal and Psychological Harassment Definition. (a) Personal and psychological harassment means objectionable conduct - either repeated or persistent, or a single serious incident - that an individual would reasonably conclude: (1) creates created a risk to a worker's psychological or physical well-being; causes a worker substantial distress or results in an employee's humiliation or intimidation; or (2) is in discriminatory behaviour that causes substantial distress and is based on a person's race, colour, ancestry, place of origin, political beliefs, religion, marital status, physical or mental disability, sex, age, sexual orientation or gender identity; or (3) is seriously inappropriate and serves no legitimate work-related purpose. (b) Good faith actions of a manager or supervisor relating to the management and direction of employees - such as assigning work, providing feedback to employees on work performance, and taking reasonable disciplinary action - do not constitute harassment.

Personal and Psychological Harassment Definition. ‌ (a) Personal and psychological harassment means objectionable conduct - – either repeated or persistent, or a single serious incident - that – than an individual would reasonably conclude: (1) creates a risk to a worker's psychological or physical well-being; causes a worker substantial distress or results in an employee's humiliation or intimidation; or (2) is discriminatory behaviour that causes substantial distress and is based on a person's race, colour, ancestry, place of origin, political beliefs, religion, marital status, physical or mental disability, sex, age, sexual orientation or gender identity; or (3) is seriously inappropriate and serves no legitimate work-related purpose. (b) Good faith actions of a manager or supervisor relating to the management and direction of employees - – such as assigning work, providing feedback to employees on work performance, and taking reasonable disciplinary action - – do not constitute harassment.

Personal and Psychological Harassment Definition. (a) Personal and psychological harassment means objectionable conduct - either repeated or persistent, or a single serious incident - that an individual would reasonably conclude: (1) creates a risk to a worker's psychological or physical well-being; causes a worker substantial distress or results in an employee's humiliation or intimidation; or (2) is discriminatory behaviour that causes substantial distress and is based on a person's race, colour, ancestry, place of origin, political beliefs, religion, marital status, physical or mental disability, sex, age, sexual orientation or gender identity; or (3) is seriously inappropriate and serves no legitimate work-related purpose. (b) . Good faith actions of a manager or supervisor relating to the management and direction of employees - such as assigning work, providing feedback to employees on work performance, and taking reasonable disciplinary action - do not constitute harassment.

Personal and Psychological Harassment Definition. ‌ (a) Personal and psychological harassment means objectionable conduct - either repeated or persistent, or a single serious incident - that an individual would reasonably conclude: (1) creates a risk to a worker's psychological or physical well-being; causes a worker substantial distress or results in an employee's humiliation or intimidation; or (2) is discriminatory behaviour that causes substantial distress and is based on a person's race, colour, ancestry, place of origin, political beliefs, religion, marital status, physical or mental disability, sex, age, sexual orientation or gender identity; or (3) is seriously inappropriate and serves no legitimate work-related purpose. (b) Good faith actions of a manager or supervisor relating to the management and direction of employees - such as assigning work, providing feedback to employees on work performance, and taking reasonable disciplinary action - do not constitute harassment.

Personal and Psychological Harassment Definition. (a) Personal and psychological harassment means objectionable conduct - – either repeated or persistent, or a single serious incident - – that an individual would reasonably conclude: (1) creates a risk to a worker's psychological or physical well-being; causes a worker substantial distress or results in an employee's humiliation or intimidation; or (2) is discriminatory behaviour that causes substantial distress and is based on a person's race, colour, ancestry, place of origin, political beliefs, religion, marital status, physical or mental disability, sex, age, sexual orientation or gender identity; or (3) is seriously inappropriate and serves no legitimate work-related purpose. (b) Good faith actions of a manager or supervisor relating to the management and direction of employees - – such as assigning work, providing feedback to employees on work performance, and taking reasonable disciplinary action - – do not constitute harassment.

Personal and Psychological Harassment Definition. (a) Personal and psychological harassment means objectionable conduct - either with repeated or persistent, or a single serious incident - that an individual would reasonably conclude: (1) creates Creates a risk to a worker's psychological or physical well-being; causes a worker substantial distress or results in an employee's humiliation or intimidation; or (2) is Is discriminatory behaviour that causes substantial distress and is based on a person's race, colour, ancestry, place of origin, political beliefs, religion, marital status, physical or mental disability, sex, age, sexual orientation or gender identity; or (3) is Is seriously inappropriate and serves no legitimate work-related purpose. (b) Good faith actions of a manager or supervisor relating to the management and direction directions of employees - employees, such as assigning work, providing feedback to employees on work performance, performance and taking reasonable disciplinary action - do not constitute harassment.