Preventing Harassment Sample Clauses

Preventing Harassment. 1. It is the responsibility of both parties and all employees to ensure that Hilldale remains a harassment-free workplace. 2. The employer will do its part by not tolerating or condoning discrimination or harassment. This includes making everyone in its employ aware of what behaviour is and is not appropriate, investigating complaints and imposing suitable corrective measures. 3. Managers and supervisors are expected to assist in creating a harassment-free workplace and to immediately contact their Supervisor if they receive a complaint of workplace harassment or witness harassing or violent behaviour. 4. Each employee must do his or her part by ensuring that their behaviour does not violate the provisions set out in this agreement, and by fostering a work environment that is based on respect and is free of harassment. 5. Both parties agree to co-operate in reasonable efforts to maintain respect in all forms of communication in the workplace. 6. The parties agree to the creation of a Workplace Respect Committee, to meet as reasonably needed, with the agreement of both parties. The Committee shall operate under the following guidelines: (i) The Committee will be composed of an equal number of representatives of each party. The parties will ordinarily alternate as chairs of the Committee, although the Employer will be responsible for producing the minutes of the meetings; (ii) The purpose of the Committee is to intervene early in situations where respect in the workplace is a concern for one of the parties; (iii) The Committee’s goal is to seek an informal and acceptable resolution of the concern; (iv) The Committee is encouraged to have xxxxx discussions, and is able to set its own procedures. However, the Committee members will bear in mind issues of confidentiality, privacy, and fairness, as a formal investigation may subsequently be deemed necessary; (v) The Committee members shall themselves be required to make reasonable efforts to come to an agreement, avoid posturing or unreasonable positions, and recognize a mutual interest in a congenial workplace; (vi) if the Committee is not able to resolve the concern through respectful discussion, the Committee may recommend the appointment of an outside advisor or investigator; (vii) The parties and Committee recognize that a formal investigation is a decision to be taken by the Employer.
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Preventing Harassment. It is our mutual responsibility to ensure that we create and maintain a harassment-free workplace.
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Preventing Harassment. 1. It is the responsibility of both parties and all employees to ensure that Ka- Na-Chi-Hih remains a harassment-free workplace. 2. The Employer will do its part by not tolerating or condoning discrimination or harassment. This includes making everyone in its employ aware of what behaviour is and is not appropriate, investigating complaints and imposing suitable corrective measures. 3. Managers and supervisors are expected to assist in creating a harassment- free workplace and to immediately contact their Supervisor if they receive a complaint of workplace harassment or witness harassing or violent behaviour. 4. Each employee must do his or her part by ensuring that their behaviour does not violate the provisions set out in this agreement, and by fostering a work environment that is based on respect and is free of harassment. 5. Both parties agree to co-operate in reasonable efforts to maintain respect in all forms of communication in the workplace.
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Preventing Harassment. The Town of LaSalle does not tolerate or condone harassment of or by any of its employees in the workplace. Harassment has a negative impact on workplace morale and productivity. It affects not only the victims of harassment, but their coworkers and the Town of LaSalle as well. It can cause employees to become stressed or ill and miss time from work.
Sample 1

Related to Preventing Harassment

  • 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 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.

  • Discrimination and Harassment All members of the Appointments Committee shall be supplied with written information about the content and application of relevant federal and provincial legislation, and about University policies, relating to employment equity and federal immigration requirements. In accord with the provisions of the Article Employment Equity, Members shall familiarize themselves with such information as a condition of serving on the Appointments Committee. Furthermore, the Employer shall ensure that the Committee is aware of the relevant legislation and University policies, and the University Librarian or Xxxx and the Members participating in the work of the Committee shall share responsibility for ensuring that the relevant legislation and University policies are followed throughout the deliberations of the Committee. The Committee may call upon the Office of Equity and Human Rights Services for assistance.

  • 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.

  • RETALIATION The Landlord is prohibited from making any type of retaliatory acts against the Tenant including but not limited to restricting access to the Premises, decreasing or cancelling services or utilities, failure to repair appliances or fixtures, or any other type of act that could be considered unjustified.

  • 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.

  • 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.

  • FLORIDA CONVICTED/SUSPENDED/DISCRIMINATORY COMPLAINTS By submission of an offer, the respondent affirms that it is not currently listed in the Florida Department of Management Services Convicted/Suspended/Discriminatory Complaint Vendor List.

  • Convicted, Discriminatory, Antitrust Violator, and Suspended Vendor Lists In accordance with sections 287.133, 287.134, and 287.137, F.S., the Contractor is hereby informed of the provisions of sections 287.133(2)(a), 287.134(2)(a), and 287.137(2)(a), F.S. For purposes of this Contract, a person or affiliate who is on the Convicted Vendor List, the Discriminatory Vendor List, or the Antitrust Violator Vendor List may not perform work as a contractor, supplier, subcontractor, or consultant under the Contract. The Contractor must notify the Department if it or any of its suppliers, subcontractors, or consultants have been placed on the Convicted Vendor List, the Discriminatory Vendor List, or the Antitrust Violator Vendor List during the term of the Contract. In accordance with section 287.1351, F.S., a vendor placed on the Suspended Vendor List may not enter into or renew a contract to provide any goods or services to an agency after its placement on the Suspended Vendor List. A firm or individual placed on the Suspended Vendor List pursuant to section 287.1351, F.S., the Convicted Vendor List pursuant to section 287.133, F.S., the Antitrust Violator Vendor List pursuant to section 287.137, F.S., or the Discriminatory Vendor List pursuant to section 287.134, F.S., is immediately disqualified from Contract eligibility.

  • Bullying and Harassment Neither DFMC nor you will engage in behaviour that is, or may be reasonably considered to be, intimidating, bullying or harassing or commit any act or behaviour which is offensive or abusive in connection with this Contract. If you are in breach of this clause, DFMC may suspend the collection of your milk for a period of 5 days or until such time as DFMC determines (acting reasonably) that the behaviour has been rectified.

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