PREVENTING HARASSMENT AND BULLYING IN THE WORKPLACE Sample Clauses

PREVENTING HARASSMENT AND BULLYING IN THE WORKPLACE. 5.1. The parties to this Agreement are committed to achieving and maintaining a safe and healthy work environment, free from harassment and bullying behaviour. 5.2. The Employer acknowledges the commitment to achieve and maintain a safe and healthy work environment and will take all reasonably practicable steps to prevent, address and eliminate harassment and bullying behaviour in the workplace. 5.3. All Employees will behave in a professional manner whilst carrying out their duties and will treat all work colleagues and others in the workplace with courtesy, dignity and respect at all times. 5.4. An Employee who has a grievance concerning harassment or bullying may lodge a complaint in accordance with the relevant Xxxxxx Xxxxx Health Service policy.
Sample 1
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PREVENTING HARASSMENT AND BULLYING IN THE WORKPLACE. 21.1 The Parties to this Agreement are committed to achieving and maintaining a safe and healthy work environment, free from harassment and bullying behaviour. 21.2 CEOs acknowledge the commitment to achieve and maintain a safe and healthy work environment and will take all reasonably practicable steps to prevent harassment and bullying in the workplace. 21.3 Employees acknowledge the Principles of Conduct stated in Regulation 4 of the PSEM Regulations. In accordance with these principles, Employees will behave in a professional manner in carrying out their duties and will treat colleagues, supervisors and others in the workplace with courtesy, dignity and respect at all times. 21.4 An Employee who is aggrieved by his or her treatment in employment may seek a review under section 59 of the PSEM Act.
Sample 1
PREVENTING HARASSMENT AND BULLYING IN THE WORKPLACE. (1) The Parties to this Agreement are committed to achieving and maintaining a safe and healthy work environment, free from harassment and bullying behaviour. (2) The employer acknowledges the commitment to achieve and maintain a safe and healthy work environment and will take all reasonably practicable steps to prevent, address and eliminate harassment and bullying behaviour in the workplace. (3) All employees will behave in a professional manner in carrying out their duties and will treat all work colleagues and others in the workplace with courtesy, dignity and respect at all times. (4) An employee who is aggrieved by his or her treatment in employment may lodge a grievance under clause 10 Disputes Procedures.
Sample 1
PREVENTING HARASSMENT AND BULLYING IN THE WORKPLACE. There is no change to the application of this clause, this is the current clause 24.
Sample 1
PREVENTING HARASSMENT AND BULLYING IN THE WORKPLACE. 43.1 The parties to this Agreement are committed to achieving and maintaining a safe and healthy work environment, free from harassment and bullying behaviour. 43.2 The employer acknowledges the commitment to achieve and maintain a safe and healthy work environment and will take all reasonably practicable steps to prevent, address and eliminate harassment and bullying in the workplace. 43.3 All employees will behave in a professional manner in carrying out their duties and will treat all work colleagues and others in the workplace with courtesy, respect and dignity at all times. 43.4 An employee who is aggrieved by his or her treatment in employment may lodge a grievance in writing, as per the Disputes Procedure.
Sample 1
PREVENTING HARASSMENT AND BULLYING IN THE WORKPLACE. 43.1. The Parties to this Agreement are committed to achieving and maintaining a safe and healthy work environment, free from harassment and bullying behaviour. 43.2. The CEO acknowledges the commitment to achieve and maintain a safe and healthy work environment and will take all reasonably practicable steps to prevent harassment and bullying in the workplace. 43.3. Employees acknowledge the NTPS and NTCS Code of Conduct. In accordance with these Codes, employees will behave in a professional manner in carrying out their duties and will treat colleagues, supervisors and others in the workplace with courtesy, dignity and respect at all times. 43.4. An employee who is aggrieved by his or her treatment in employment may seek a review under s 59 of the PSEM Act.
Sample 1
PREVENTING HARASSMENT AND BULLYING IN THE WORKPLACE. 9.1 The Parties to this Agreement are committed to achieving and maintaining a safe and healthy work environment, free from harassment and bullying behaviour. 9.2 The Employer acknowledges this commitment and will take all reasonably practicable steps to prevent, address and eliminate harassment and bullying behaviour in the workplace. 9.3 All Employees will behave in a professional manner in carrying out their duties and will treat all work colleagues and others in the workplace with courtesy, dignity and respect at all times. 9.4 An Employee who is guilty of harassing or bullying behaviour in the workplace will be subject to disciplinary action, up to and including termination. 9.5 An Employee who is subjected to any harassing or bullying behaviour must immediately report the behaviour to their supervisor or manager and may lodge a grievance under CSA’s Grievance Procedure.
Sample 1
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Related to PREVENTING HARASSMENT AND BULLYING IN THE WORKPLACE

  • Violence in the Workplace (a) The parties agree that violence shall be defined as any incident in which an employee is abused, threatened or assaulted while performing his or her work. The parties agree it includes the application of force, threats with or without weapons and severe verbal abuse. The parties agree that such incidents will not be condoned. Any employee who believes he/she has been subjected to such incident shall report this to a supervisor who will make every reasonable effort to rectify the situation. For purposes of sub-article (a) only, employees as referred to herein shall mean all employees of the Employer notwithstanding Article 2.12. (b) The Employer agrees to develop formalized policies and procedures in consultation with the Joint Health and Safety Committee to deal with workplace violence. The policy will address the prevention of violence and the management of violent situations and support to employees who have faced workplace violence. These policies and procedures shall be communicated to all employees. The local parties will consider appropriate measures and procedures in consultation with the Joint Health and Safety Committee to address violence in the workplace, which may include, among other measures and procedures: i) Alert employees about a person with a known history of aggressive and responsive behaviours and their known triggers by means of: A) electronic and/or other appropriate flagging systems, B) direct verbal communication / alerts (i.e. shift reports), ii) Communicate and provide appropriate training and education, iii) Reporting all incidents of workplace violence, iv) Long-term care home wide violence risk assessments. (c) The Employer will report all incidents of violence as defined herein to the Joint Health and Safety Committee for review. (d) The Employer agrees to provide training and information on the prevention of violence to all employees who come into contact with potentially aggressive persons. This training will be done during a new employee’s orientation and updated as required. (e) Subject to appropriate legislation, and with the employee’s consent, the Employer will inform the Union within three (3) days of any employee who has been subjected to violence while performing his/her work. Such information shall be submitted in writing to the Union as soon as practicable.

  • 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.

  • 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.

  • Responsibility for Environmental Contamination 5.20.1 Neither Party shall be liable to the other for any costs whatsoever resulting from the presence or release of any Environmental Hazard that either Party did not introduce to the affected Work Location. Both Parties shall defend and hold harmless the other, its officers, directors and employees from and against any losses, damages, claims, demands, suits, liabilities, fines, penalties and expenses (including reasonable attorneys' fees) that arise out of or result from (i) any Environmental Hazard that the Indemnifying Party, its contractors or agents introduce to the Work Locations or (ii) the presence or release of any Environmental Hazard for which the Indemnifying Party is responsible under Applicable Law. 5.20.2 In the event any suspect materials within Qwest-owned, operated or leased facilities are identified to be asbestos containing, CLEC will ensure that to the extent any activities which it undertakes in the facility disturb such suspect materials, such CLEC activities will be in accordance with applicable local, state and federal environmental and health and safety statutes and regulations. Except for abatement activities undertaken by CLEC or equipment placement activities that result in the generation of asbestos-containing material, CLEC does not have any responsibility for managing, nor is it the owner of, nor does it have any liability for, or in connection with, any asbestos-containing material. Qwest agrees to immediately notify CLEC if Qwest undertakes any asbestos control or asbestos abatement activities that potentially could affect CLEC personnel, equipment or operations, including, but not limited to, contamination of equipment.

  • Accidents and Dangerous Occurrences The Hirer must report all accidents involving injury to the public to a member of the Village Hall management committee as soon as possible and complete the relevant section in the Village Hall’s accident book. Any failure of equipment belonging to the Village Hall or brought in by the Hirer must also be reported as soon as possible. Certain types of accident or injury must be reported on a special form to the local authority. The Hall Secretary will give assistance in completing this form. This is in accordance with the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 1995 (RIDDOR).

  • Contamination The presence in, on or under land, air or water of a substance (whether a solid, liquid, gas, odour, heat, sound, vibration or radiation) at a concentration above the concentration at which the substance is normally present in, on or under land, air or water in the same locality, that presents a risk of Environmental Harm, including harm to human health or any other aspect of the Environment, or could otherwise give rise to a risk of non-compliance with any Statutory Requirement for the protection of the 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.

  • Fish and Wildlife Service 2002c. Colorado pikeminnow (Ptychocheilus lucius) recovery goals: amendment and supplement to the Colorado Squawfish Recovery Plan.

  • Environmental Tobacco Smoke Public Law 103-227 (also known as the Pro-Children Act of 1994) and Vermont’s Act 135 (2014) (An act relating to smoking in lodging establishments, hospitals, and child care facilities, and on State lands) restrict the use of tobacco products in certain settings. Party shall ensure that no person is permitted: (i) to use tobacco products or tobacco substitutes as defined in 7 V.S.A. § 1001 on the premises, both indoor and outdoor, of any licensed child care center or afterschool program at any time; (ii) to use tobacco products or tobacco substitutes on the premises, both indoor and in any outdoor area designated for child care, health or day care services, kindergarten, pre-kindergarten, elementary, or secondary education or library services; and (iii) to use tobacco products or tobacco substitutes on the premises of a licensed or registered family child care home while children are present and in care. Party will refrain from promoting the use of tobacco products for all clients and from making tobacco products available to minors. Failure to comply with the provisions of the federal law may result in the imposition of a civil monetary penalty of up to $1,000 for each violation and/or the imposition of an administrative compliance order on the responsible entity. The federal Pro-Children Act of 1994, however, does not apply to portions of facilities used for inpatient drug or alcohol treatment; service providers whose sole source of applicable federal funds is Medicare or Medicaid; or facilities where Women, Infants, & Children (WIC) coupons are redeemed.

  • Workplace The Employee shall be required to perform work at or any other site of work for the Employer.

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