Personal Harassment and Bullying Sample Clauses

Personal Harassment and Bullying. (a) Personal harassment and bullying includes verbal or physical behaviour directed at an individual which would reasonably be expected to cause substantial distress in that person, interfere with a worker’s performance, and serves no legitimate work related purpose and may adversely affect others. Such behaviour could include but is not limited to: (1) physical threats or intimidation; (2) words, gestures, actions or practical jokes, the natural consequence of which is to humiliate, alarm or abuse another person; and (3) distribution or display of offensive pictures or materials.; (4) discriminatory behaviour 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 and gender expression or any other prohibited ground of discrimination under the Human Rights Code of British Columbia; or (5) harassment or bullying behaviour as described under WorkSafeBC legislation. (b) To constitute personal harassment, behaviour may be repeated or persistent or may be a single serious incident. (c) Personal harassment includes harassment of an individual or individuals on any of the prohibited grounds of discrimination under the Human Rights Code of British Columbia. (d) (c) Personal harassment does not include actions occasioned through the exercising in good faith of the Employer’s supervisory rights and responsibilities or workplace interactions which would reasonably be expected to be within the course of normal acceptable workplace behaviour.
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Personal Harassment and Bullying. (a) The Employer and the Union recognize the right of employees to work in an environment free from personal harassment and agree that employees who engage in personal harassment may be disciplined. (b) Personal harassment means verbal or physical behaviour that is known or ought reasonably to be known to be abusive or offensive to another person and may be discriminatory in nature, based upon another person's race, colour, ancestry, place of origin, political beliefs, religion, marital status, physical or mental disability, sex, age, or sexual orientation. Such behaviour could include, but is not limited to: (1) physical threats or intimidation; (2) words, gesture, actions, or practical jokes, the natural consequence of which is to humiliate, alarm or abuse another person; (3) distribution or display of offensive pictures or materials. (c) To constitute personal harassment, behaviour may be repeated or persistent or may be a single serious incident. (d) Personal harassment does not include actions occasioned through the exercising in good faith the Employer's supervisory rights and responsibilities.
Sample 1Sample 2
Personal Harassment and Bullying. ‌ (a) Personal harassment and bullying includes verbal or physical behaviour directed at an individual which would reasonably be expected to cause substantial distress in that person, interfere with a worker’s performance, serves no legitimate work-related purpose and may adversely affect others. Such behaviour could include but is not limited to: (1) physical threats or intimidation; (2) words, gestures, actions or practical jokes, the natural consequence of which is to humiliate, alarm or abuse another person; (3) distribution or display of offensive pictures or materials; (4) discriminatory behaviour 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 and gender expression or any other prohibited ground of discrimination under the Human Rights Code of British Columbia; or (5) harassment or bullying behaviour as described under WorkSafeBC legislation. (b) To constitute personal harassment, behaviour may be repeated or persistent or may be a single serious incident. (c) Personal harassment does not include actions occasioned through the exercising in good faith of the Employer’s supervisory rights and responsibilities or workplace interactions which would reasonably be expected to be within the course of normal acceptable workplace behaviour.
Sample 1
Personal Harassment and Bullying. ‌ (a) Personal harassment and bullying includes verbal or physical behaviour directed at an individual which would reasonably be expected to cause substantial distress in that person and serves no legitimate work-related purpose. Such behaviour could include but is not limited to: (1) physical threats or intimidation; (2) words, gestures, actions or practical jokes, the natural consequence of which is to humiliate, alarm or abuse another person; and (3) distribution or display of offensive pictures or materials. (b) To constitute personal harassment, behaviour may be repeated or persistent or may be a single serious incident. (c) Personal harassment includes harassment of an individual or individuals on any of the prohibited grounds of discrimination under the Human Rights Code of British Columbia. (d) Personal harassment does not include actions occasioned through the exercising in good faith of the Employer’s supervisory rights and responsibilities or workplace interactions which would reasonably be expected to be within the course of normal acceptable workplace behaviour.
Sample 1
Personal Harassment and Bullying. The Company and the Union recognize that every individual has the right to a workplace that is free from sexual, racial or personal harassment. The Company Policy, subject to normal updates, is appended at the end of the Collective Agreement and shall provide legal and social guidelines regarding the recognition and prevention of harassment. An employee who believes they are being subjected to harassment should follow the process as described in the policy. Complaints will be taken seriously and will be immediately investigated by the Company. If the complaint is found to be justified, action will be taken against the harasser; such action could include but not be limited to an apology, reprimand or possible termination of employment. When an employee is not satisfied with the outcome of an investigation, he or she may file a grievance in accordance with the grievance procedures set out in the collective agreement. The Parties agree that the normal discharge of supervisory duties does not constitute personal harassment.
Sample 1
Personal Harassment and Bullying. ‌ (a) The Employer and the Union recognize the right of employees to work in an environment free from personal harassment and agree that employees who engage in personal harassment may be disciplined. (b) 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. (c) 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. (d) Bullying is verbal or physical conduct that over a period of time, continuously and systematically: (1) intimidates, shows hostility, threatens and offends others; (2) interferes with a worker's performance;‌ (3) otherwise adversely affects others.
Sample 1
Personal Harassment and Bullying. ‌ (a) The Employer and the Union recognize the right of employees to work in an environment free from personal harassment or bullying and agree that employees who engage in personal harassment or bullying may be disciplined. Personal harassment includes behaviour that directed at an individual, could reasonably be expected to cause substantial distress in that person and serves no legitimate work related purpose. (b) Bullying is verbal or physical conduct that over a period of time, continually and systematically intimidates, shows hostility, or threatens. (c) To constitute personal harassment or bullying, behaviour may be repeated or persistent or may be a single serious incident. (d) Personal harassment or bullying does not include actions occasioned through the exercising in good faith of the Employer’s supervisory rights and responsibilities.
Sample 1
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Related to Personal Harassment and Bullying

  • Personal Harassment Harassment means engaging in a course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome. Harassment can be either psychological or physical or it can be a combination of both. It is any behaviour, whether deliberate or negligent, which denies individuals their dignity and respect, is offensive, embarrassing or humiliating to the individual and adversely affects the working environment.

  • Sexual and Personal Harassment The Employer shall provide and the Union and Employees shall support a workplace free from personal or sexual harassment and any other harassment based on the protected characteristics set out in Article 2.

  • Sexual Harassment CONTRACTOR shall have a Sexual and Gender Identity harassment policy that clearly describes the kinds of conduct that constitutes sexual harassment and that is prohibited by the CONTRACTOR’s policy, as well as federal and state law. The policy should include procedures to make complaints without fear of retaliation, and for prompt and objective investigations of all sexual harassment complaints. CONTRACTOR further agrees to provide annual training to all employees regarding the laws concerning sexual harassment and related procedures pursuant to Government Code 12950.1.

  • Personal Medical Leave 1. Accrued 100% sick leave may be used at the employee's discretion. Such leave may be taken before or after the vacation described in No. 3 below. 2. Accrued 75% sick leave may be used following use of all 100% sick leave at the employee’s discretion. Such leave may be taken before or after the vacation described in No. 3 below.

  • 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:

  • Workplace Harassment The Hospital and the Union are committed to ensuring a work environment that is free from harassment. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the Ontario Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment. ref. Ontario Human Rights Code, Sec. 10(1). Harassment may take many forms including verbal, physical or visual. It may involve a threat, an implied threat or be perceived as a condition of employment. The Parties agree that harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments and/or the assessment of discipline. If an employee believes that she/he has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be undertaken. The employee should request the harasser to stop the unwanted behaviour by informing the harassing individual(s) that the behaviour is unwanted and unwelcome. Should the employee not feel comfortable addressing the harasser directly, she/he may request the assistance of the manager or a Union representative. If the unwelcome behaviour was to continue, the employee will consult the Hospital policy on harassment and will be free to pursue all avenues including the complaint investigation and resolution. The Parties agree that an employee may have a representative of the Union with her/him throughout the process, if requested.

  • 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.

  • No Harassment Contractor does not engage in unlawful harassment, including sexual harassment, with respect to any persons with whom Contractor may interact in the performance of this Agreement, and Contractor takes all reasonable steps to prevent harassment from occurring.

  • 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.

  • Personal Illness Employees may use accumulated sick leave for hours off due to personal illness. The employee may be required to furnish a medical certificate from a qualified physician as evidence of illness or physical disability in order to qualify for paid sick leave as per District practice. Accumulated sick leave may also be granted for such time as is actually necessary for office visits to a doctor, dentist, optometrist, etc.

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