Personal Harassment Policy Sample Clauses
A Personal Harassment Policy clause defines the organization's commitment to preventing and addressing harassment in the workplace. It typically outlines what constitutes personal harassment, the procedures for reporting incidents, and the steps the organization will take to investigate and resolve complaints. By establishing clear expectations and processes, this clause helps create a safer work environment and provides a framework for addressing inappropriate behavior, thereby reducing the risk of unresolved conflicts and legal liability.
Personal Harassment Policy. (a) The Parties recognize the right of employees to work in an environment free of personal and sexual harassment, and agree to jointly administer the Personal Harassment Policy through the Joint Harassment Committee. The Board will take whatever actions are necessary to prevent personal or sexual harassment in the workplace.
(b) The Parties will continue the Joint Harassment Committee in accordance with ▇▇▇ B9.
(c) All recommendations, policies and procedures developed by the Committee will be subject to approval by the Board Senior Executive Committee and the Union Executive.
Personal Harassment Policy. The NFB and DGC acknowledge that harassment, in all its forms, is unacceptable and shall not be tolerated.
(a) The “Policy on the Prevention and Resolution of Workplace Harassment and Violence” of the NFB is incorporated into this Agreement. Said policy is available at ▇▇▇▇://▇▇▇- ▇▇▇.▇▇.▇▇/▇▇/▇▇▇▇▇-▇▇▇-▇▇▇/▇▇▇▇▇▇▇▇▇▇▇▇/▇▇▇▇▇▇-▇▇-▇▇▇-▇▇▇▇▇▇▇▇▇▇-▇▇▇-▇▇▇▇▇▇▇▇▇▇-▇▇- workplace-harassment-and-violence/.
(b) The parties agree to be governed by and abide by the rights and obligations provided in this Policy, as of the signature of the Agreement or as amended from time to time by the NFB.
(c) In all cases and throughout the process, a director/first assistant director may refer to the DGC for assistance.
(d) The DGC must be informed promptly of any disciplinary or administrative action taken by the NFB against a director/first assistant director under this Policy.
(e) The parties agree that the grievance and arbitration procedure provided in section 7 of this Agreement is applicable to a director’s/first assistant director’s harassment complaint.
Personal Harassment Policy. The NFB and DGC acknowledge that harassment, in all its forms, is unacceptable and shall not be tolerated.
(a) The “Workplace Harassment Policy” of the NFB is incorporated as Appendix G of this Agreement.
(b) The parties agree to be governed by and abide by the rights and obligations provided in this Policy, as of the signature of the Agreement or as amended from time to time by the NFB.
(c) In all cases and throughout the process, a director/first assistant director may refer to the DGC for assistance.
(d) The DGC must be informed promptly of any disciplinary or administrative action taken by the NFB against a director/first assistant director under this Policy.
(e) The parties agree that the grievance and arbitration procedure provided in article 7 of this Agreement is applicable to a director’s/first assistant director’s harassment complaint.
Personal Harassment Policy. This Agreement is made and entered into this day of June, BETWEEN: GLOBAL A DIVISION OF hereinafter referred to as "The Company" Party of the First Part And: COMMUNICATIONS, ENERGY AND hereinafter referred to as "The Union" Party of the Second Part
Personal Harassment Policy. The Company and the Communications, Energy and Paperworkers Union are committed to providing a workplace environment that is free from all forms of discrimination, personal and sexual harassment. Harassment of any kind violates the dignity and self-esteem of its victims, can negatively affect workplace stability and will not be tolerated. The Company will make every possible effort to ensure that no employee is subjected to discrimination or harassment of any kind during the course of their employment. Complaints about harassment/discrimination will be dealt with in a serious manner. To this end, the Company encourages all employees to read and be familiar with the Companyʼs policy on “Sexual Harassment and Non-discrimination”.
Personal Harassment Policy. 28.1 The employer shall maintain a working environment which is free from sexual/racial/personal harassment.
28.2 For the purposes of this clause, "sexual harassment" includes:
a) unwanted sexual attention of a persistent or abusive nature, made by a person who knows or ought reasonably to know that such attention is unwanted; or
b) implied or expressed promise or reward for complying with a sexually oriented request; or
c) implied or expressed threat or reprisal, in the form either of actual reprisal or the denial of opportunity, for refusal to comply with a sexually oriented request; or
d) sexually oriented remarks and behaviour which may reasonably be perceived to create a negative psychological and emotional environment for work and study.
28.3 For the purpose of this clause, "racial harassment" includes engaging in a course of comment or conduct that is known or ought reasonably to be known to be unwelcome where such comment or conduct consists of works or action by the employer, supervisor, member or a co-worker in the bargaining unit, which disrespects or causes humiliation to a bargaining unit employee because of his/her race, colour, creed, ancestry, place of origin or ethnic origin.
28.4 For the purpose of this clause, "personal harassment" includes engaging in any behaviour in the work place that is directed at, and is offensive to an employee or endangers an employee, or undermines the performance of that job, or threatens the economic livelihood of the employee.
28.5 Where an arbitrator concludes that section 28.1 has been breached, the arbitrator may direct:
a) that the aggrieved employee (the complainant) not be required to continue to work in a proximity to any person (respondent) found to have engaged in any sexual/racial/personal harassment conduct; and
b) that any employee who is found to have engaged in sexual/racial/personal harassment conduct be terminated and that such termination be deemed by the parties to constitute “just cause”; and
c) that the employer pay the aggrieved employee compensation for all losses following from and reasonably connected to the sexual/racial/personal harassment conduct complained of.
28.6 In any arbitration case arising out of or relating to sexual/racial/personal harassment conduct, where as arbitrator finds that sexual/racial/personal harassment has occurred, the arbitrator shall impose a remedy which is designed to only affect the perpetrator insofar as that is possible and where there is any detrimen...