Policy and Definition. The Company has a zero-tolerance policy with respect to unlawful harassment and is committed to providing a work environment free of unlawful harassment. Company policy prohibits sexual harassment and harassment based on race, color, creed, gender, marital status, national origin, sex, religion, age, disability, protected veteran status, weight, height, sexual orientation, genetic characteristics, or any other basis protected by law. The Company’s anti-harassment policy applies to all persons involved in the operation of the Company and prohibits unlawful harassment by an employee of the Company, including any supervisor, as defined by applicable law and managers, as well as vendors, customers, and independent contractors. The law defines sexual harassment as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct or communication of a sexual nature when:
Policy and Definition. (A) Policy. Every employee shall have the right to present his grievance in accordance with the procedures provided herein, free from any interference, coercion, restraint, discrimination, or reprisal. It is the intent and purpose of the parties to this Agreement that all grievances should be settled, if possible, at the lowest step of this procedure. Police Department personnel shall follow the chain of command and the steps designated for their grievances.
Policy and Definition. Continuous improvement of individual faculty members, of student performance, and of achievement of the College Mission are intended outcomes of the Faculty Development Program, which has as its primary purpose the improvement of teaching and learning at Camosun College. The program will encourage and enable faculty members to improve and grow by making planned changes in their expertise, skills, attitudes, career path, or personal lives. The Faculty Development Program at Camosun is based on the following propositions: Faculty development is: - both a professional obligation and a right; - most effective when initiated by the faculty member in an institutionally supportive environment; - available to all faculty members; - designed and operated by faculty, in concert with their Chairs, if applicable, and their Deans, and with recognition of the needs of students, of the faculty member's Department and School, and of the College. - composed of a variety of activities responding to a range of individual and institutional needs. Faculty development activities could include but are not restricted to the following: - formal or private study, either for credit or not for credit; - research; - industrial or community liaison; - work experience; - relevant travel; - course, curriculum, and/or program development, review, and revision;
Policy and Definition. [a] COPE Local 378 and the Employer recognize the right of the employees, supervisors, managers, drivers, and shareholders to work in an environment free from sexual, personal and verbal harassment, and the Employer shall take such actions as are necessary respecting an employee engaging in such harassment in the work place. [b] Personal harassment means a course of conduct directed at a specific person that causes substantial distress in such a person, and serves no legitimate work related purpose. It may include:
