Personal Harassment Policy Sample Clauses

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 xxxx://xxx- xxx.xx.xx/xx/xxxxx-xxx-xxx/xxxxxxxxxxxx/xxxxxx-xx-xxx-xxxxxxxxxx-xxx-xxxxxxxxxx-xx- 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.
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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 XXX 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.
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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.
Sample 1
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
Sample 1
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”.
Sample 1
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...
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Related to Personal Harassment Policy

  • Sexual Harassment Policy The Contractor and all Subcontractors must have a written sexual harassment prevention policy addressing sexual harassment in the workplace and must provide annual sexual harassment training to all employees.

  • 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.

  • Harassment Policy It is the policy of CUPE as an Employer to ensure that the working environment is conducive to the performance of work and is such that employees are not hindered from carrying out their responsibilities. The Employer considers harassment in the work force to be a totally unacceptable form of intimidation and will not tolerate its occurrence. The Employer will ensure that victims of harassment are able to register complaints without reprisal. Harassment is a form of discrimination and includes personal harassment. Harassment shall be defined as any improper behaviour by a person which is offensive to any employee and which that person knows or ought reasonably to have known would be inappropriate or unwelcome. It comprises objectionable conduct, comment or display made on either a one-time or continuous basis that demeans, belittles or causes personal humiliation or embarrassment to an employee. The parties to this Agreement will work together to ensure that all employees, and CUPE members understand their personal responsibility to promote a harassment-free working environment. Appendix “U”, herein below shall be followed respecting matters referred to directly herein.

  • 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.

  • 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.

  • 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.

  • SPAM POLICY You are strictly prohibited from using the Website or any of the Company's Services for illegal spam activities, including gathering email addresses and personal information from others or sending any mass commercial emails.

  • Privacy Policy The Provider must publicly disclose material information about its collection, use, and disclosure of Student Data, including, but not limited to, publishing a terms of service agreement, privacy policy, or similar document.

  • 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 DISCRIMINATION/HARASSMENT 4.01 The Employer and the Union agree that there shall be no discrimination, interference, restriction or coercion exercised or practiced with respect to any Employee(s) in the matter of hiring, wage rates, training, upgrading, promotion, transfer, lay- off, recall, discipline, classification, discharge or otherwise by reason of age, race, creed, national origin, religious affiliation, political affiliation, sex, sexual orientation, place of residence, marital status or disability subject to bona fide occupational requirements, family status, colour, ancestry, receipt of public assistance, nor by reason of membership or activity in the Union.

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