Prevention of Sexual Harassment. The Company does not tolerate violation of the Prevention of Sexual Harassment Law (the: “Law”). The Employee acknowledges that the Company brought to her attention the Company’s practice regarding prevention of sexual harassment, including the existence of guidelines for the prevention of sexual harassment, which may be viewed at any time with the person appointed to enforce the Law in the Company.
Prevention of Sexual Harassment. The Company sees violations of the Law for Prevention of Sexual Harassment (the “Law”) in a severe light. The Employee acknowledges being informed of the Company’s policy regarding sexual harassment, including the existence of Company guidelines for the prevention of sexual harassment that may be received at any time from the employee in charge of enforcing the Law in the Company.
Prevention of Sexual Harassment. The Parties understand and acknowledge that sexual harassment in the workplace is a serious matter, that it will not be tolerated by the University, and that all reasonable steps must be taken to ensure that sexual harassment is eradicated. To that effect, in order to ensure that no employee is subjected to sexual harassment in the workplace, the University reserves the right to reassign or transfer employees who are the subject of complaints alleging sexual harassment, as a possible consequence of such complaints, if proven to the satisfaction of the University’s Office of Human Resources (or any other designee of the President of the University as identified by the President), without regard for work assignment under this MOU. This available action on the part of the University is not intended, however, to prevent the University from taking other disciplinary action, up to and including discharge, in response to proven acts of sexual harassment in the workplace. Employees subject to disciplinary action under this policy shall have the right to initiate an appeal from disciplinary action at Step 2 of the Grievance Procedure (Article 27). If the issue is not settled at Step 2, the appeal/grievance may be submitted directly to the last step of the grievance procedure in Article 27.
Prevention of Sexual Harassment a. You will conduct yourself with utmost responsibility, decency and respect and will not, at any time, engage or attempt to engage in any act that would amount to sexual harassment. You hereby acknowledge and agree that, if found guilty of sexual harassment, Takshashila is authorised to undertake all appropriate disciplinary action, including your expulsion.
b. Takshashila hereby notifies you that it has constituted a Prevention of Sexual Harassment Committee (POSH Committee) under the Sexual Harassment of Women at the Workplace (Prevention, Prohibition and Xxxxxxxxx) Xxx, 0000 (Prevention of Sexual Harassment Act). The POSH Committee is the concerned disciplinary body to address all sexual harassment complaints by the Takshashila staff and / or by students of the GCPP under the Prevention of Sexual Harassment Act. The POSH Committee is authorised to undertake all measures, including but not limited to expulsion, dismissal or termination of the contract of the defaulting person.
c. The POSH Committee is empowered and bound by the provisions of the Prevention of Sexual Harassment Act.
Prevention of Sexual Harassment. The Parties understand and acknowledge that sexual harassment in the workplace is a serious matter, that it will not be tolerated by the University, and that all reasonable steps must be taken to ensure that sexual harassment is eradicated. To that effect, in order to ensure that no employee is subjected to sexual harassment in the workplace, the University reserves the right to reassign or transfer employees who are the subject of complaints alleging sexual harassment, as a possible consequence of such complaints, if proven to the satisfaction of the University’s Department of Human Relations (or any other designee of the President of the University as identified by the President), without regard for work assignment under this MOU. This available action on the part of the University is not intended, however, to prevent the University from taking other disciplinary action, up to and including discharge, in response to proven acts of sexual harassment in the workplace. Nothing in this article shall be construed to diminish the rights of a member of the bargaining unit under Law Enforcement Officers’ Bill of Rights (LEOBR), to the extent applicable.
Prevention of Sexual Harassment. The parties hereto understand and acknowledge that sexual harassment in the workplace is a serious matter that will not be tolerated. Such matters shall be governed by the University’s Sexual Harassment Policy (Revised) July 1, 2004.
Prevention of Sexual Harassment. The Parties jointly support an organizational environment free from sexual harassment, which may interfere with an individual’s work performance and/or create an intimidating, hostile, or offensive work environment. Sexual harassment may also constitute a prohibited personnel practice, when it results in discrimination in favor of or against an employee on a basis unrelated to performance, such as the taking or refusal to take a personnel action (including promotion of an Employee who submits to sexual advances or refusal to promote Employees who resist or protest sexual overtures).
Prevention of Sexual Harassment. The Group stipulates that that words or conduct of a sexual nature that undermine the dignity of an employee because of their degrading or humiliating character, which places said employee in an intimidating, hostile, offensive, threatening or violent situation, are prohibited. A reminder of these principles can be found in the Group’s Ethics Charter. The network of Ethics Officers, who are trained in issues of harassment, must act in liaison with management and the relevant departments to prevent sexual harassment, and in the event such harassment takes place, ensure the immediate implementation of appropriate procedures to resolve it and prevent it from reoccurring. Of course, this does not prevent intervention by other parties within the company that the employee may wish to approach, like their Human Resources department or Trade Union. The Group encourages all initiatives to raise awareness of this topic.
Prevention of Sexual Harassment. (a) The Employee acknowledges that the Company is committed to the restrictions as mentioned in the Prevention of Sexual Harassment Law, 5758-1998, (the “Protection of Sexual Harassment Law”) and that sexual harassment is a severe disciplinary offence.
(b) The Employee acknowledges that the Company has brought to his/her attention all the relevant procedures and set of rules regarding prevention of sexual harassment in the Company. A copy of the relevant set of rules is to be found in the office of the supervisor nominated according to the Prevention of Sexual Harassment Law.
Prevention of Sexual Harassment. The Company/Internship Site shall take necessary measures including education and management to prevent the Student from being subjected to such problems as sexual harassment during the experience.
