Physical Harassment Sample Clauses

The Physical Harassment clause defines and prohibits any form of unwanted physical contact or behavior that could be considered intimidating, threatening, or harmful in a workplace or contractual setting. It typically applies to interactions between employees, contractors, or other parties involved in the agreement, and may include examples such as unwelcome touching, physical intimidation, or assault. The core function of this clause is to create a safe environment by clearly outlining unacceptable conduct and providing grounds for disciplinary action or contract termination if such behavior occurs.
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Physical Harassment. For example, assault, impeding or blocking movement, or any physical interference with normal work or movement when directed at an individual on the basis of race, religious creed, color, national origin, ancestry, physical disability, medical condition, marital status, sex, sexual orientation, age, or denial of family and medical care leave and denial of pregnancy disability leave.
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Physical Harassment. The use of physical force against an individual because of the individual’s race, color, national origin, sex, sexual orientation, age, religion, disability, genetic information, or reprisal for engaging in any of the protected basis under federal law.
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Physical Harassment. For example, hitting, pushing or other aggressive physical contact, touching or threats to take such action, or inappropriate gestures.
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Physical Harassment. For example, assault, impeding or blocking movement, with a physical interfer ence with normal work or move- ment when directed at an individual on the basis of race, religion, color, national origin, ancestry, ha ndicap, disability, medical condition, marital status, age, sex or sexual orientation. Th is could be conduct in the form of pinching, grabbing, patting, propositioning, leering or making explicit or implied threats or promises in return for submission to physical acts.
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Related to Physical Harassment

  • 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 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 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.

  • 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.

  • 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.