Policies Regarding Harassment Sample Clauses

Policies Regarding Harassment. Complaints of harassment including unlawful sexual harassment will be handled in accordance with the specific procedures for addressing such complaints as set forth in XXXXXXXX’x Sexual Harassment Policy (21) and the respective EINSTEIN hospital’s AEMC Medical Staff Professionalism Policy (22), and EMCM Medical Staff Professionalism Policy (23), as applicable. Such policy and procedures, as they may be amended from time to time, as applicable, will govern complaints by or against Resident of harassment including unlawful sexual harassment (policy and any policy updates, shall be furnished to the Resident at the commencement of training under XXXXXXXX auspices). Additional copies of these documents may be obtained from the Office of Academic Affairs.
Sample 1
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Policies Regarding Harassment. Complaints of harassment including unlawful sexual harassment will be handled in accordance with the specific procedures for addressing such complaints as set forth in EINSTEIN’s Sexual Harassment Policy and the Medical Staff Code of Conduct Regarding Disruptive Practitioner Behavior Policy. Such policy and procedures, as they may be amended from time to time, are applicable to and shall govern any complaints by or against Resident of harassment including unlawful sexual harassment (policy and any policy updates, shall be furnished to the Resident at the commencement of training under EINSTEIN auspices). Additional copies of these documents may be obtained from the Office of Academic Affairs.
Sample 1
Policies Regarding Harassment. Complaints of harassment including unlawful sexual harassment will be handled in accordance with the specific procedures for addressing such complaints as set forth in ABINGTON’s Sexual Harassment Policy and the respective ABINGTON hospital’s Medical Staff Professionalism Policy, as applicable. Such policy and procedures, as they may be amended from time to time, as applicable, will govern complaints by or against Resident of harassment including unlawful sexual harassment (policy and any policy updates, shall be furnished to the Resident at the commencement of training under XXXXXXXX auspices). Additional copies of these documents may be obtained from the Graduate Medical Education Office.
Sample 1
Policies Regarding Harassment. Complaints of harassment including unlawful sexual harassment will be handled in accordance with the specific procedures for addressing such complaints as set forth in SKMC/TJU’s Sexual Harassment Policy and the respective SKMC/TJU hospital’s Medical Staff Professionalism Policy, as applicable. Such policy and procedures, as they may be amended from time to time, as applicable, will govern complaints by or against Resident of harassment including unlawful sexual harassment (policy and any policy updates, shall be furnished to the Resident at the commencement of training under SKMC/TJU auspices). Additional copies of these documents may be obtained from the House Staff Office/Graduate Medical Education Office.
Sample 1

Related to Policies Regarding Harassment

  • 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.

  • Company Policies and Procedures 7.1.1 The Company will ensure that Employees are able to readily access Company policies and procedures that apply to the Employees. 7.1.2 The Employees will observe and act in accordance with Company policies and procedures that apply to the Employees, as implemented and amended from time to time.

  • 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.

  • 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.

  • 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.

  • Safety Policy The City agrees to maintain in safe working condition all facilities and equipment furnished by the City to carry out the duties of each bargaining unit position, but reserves the right to determine what those facilities and equipment shall be. The Association agrees to work cooperatively in maintaining safety in the Xenia/Xxxxxx Central Communications Center.

  • Policies and Procedures i) The policies and procedures of the designated employer apply to the employee while working at both sites. ii) Only the designated employer shall have exclusive authority over the employee in regard to discipline, reporting to the College of Nurses of Ontario and/or investigations of family/resident complaints. iii) The designated employer will ensure that the employee is covered by WSIB at all times, regardless of worksite, while in the employ of either home. iv) The designated employer will ensure that the employee is covered by liability insurance at all times, regardless of worksite, while in the employ of either home. v) The designated employer shall have exclusive authority over the employee’s personnel files and health records. These files will be maintained on the site of the designated employer.

  • 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.

  • Privacy Policies Each party will make available a Privacy Policy that complies with Law. Xxxxxx’s Privacy Policy explains how and for what purposes Stripe collects, uses, retains, discloses and safeguards the Personal Data you provide to Stripe.

  • COMPLIANCE WITH POLICIES AND PROCEDURES During the period that Executive is employed with the Company hereunder, Executive shall adhere to the policies and standards of professionalism set forth in the policies and procedures of the Company and IAC as they may exist from time to time.

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