Common use of Prevention of Sexual Harassment Clause in Contracts

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. ‌ 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.