Prohibition Against Harassment Sample Clauses

Prohibition Against Harassment. The Resident shall be treated in a professional manner consistent with MMC Human Resource Policies and shall be entitled to a working environment free of verbal, physical, visual, or other harassment because of race, color, religion, sex, sexual orientation, age, national origin, disability, veteran status, citizenship status or any other status protected by law. Any incident of harassment must be reported to the Program Director or Vice President of Medical Education as well as to MMC Human Resources. Resident agrees that he/she will not subject any other MMC Resident, employee, patient, or other member of the MMC community to any verbal, physical, visual, or other harassment because of race, color, religion, sex, sexual orientation, age, national origin, disability, veteran status, citizenship status or any other status protected by law.
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Prohibition Against Harassment. The City is committed to providing a volunteer opportunity free of sexual harassment or harassment based on race, color, religion, national origin, ancestry, age, physical or mental disability, medical condition, marital status, sexual orientation, gender or any other basis protected by federal or state laws. Therefore, the City prohibits unwelcome, harassing conduct by volunteers and employees towards any persons, even if such conduct does not rise to the level of harassment as defined by law. As a preventative measure, the City will investigate all alleged harassment complaints and take remedial action as required to remedy the situation. There will be no retaliation against any volunteer who, in good faith, files such a complaint. Any volunteer who believes that he or she has been the victim of harassment, including sexual harassment, should report the problem to the Volunteer Coordinator, or any other member of City management. All complaints will be investigated. Investigations will be Volunteer Program: email: xxxx@xxxxxxxxxxxxxxxxxxx.xxx Tel: 000-000-0000 (updated: 1/31/2020) 1 confidential, and information obtained during the complaint procedure and investigation will only be shared with individuals on a need-to-know basis. When the investigation discloses a violation of this policy, appropriate disciplinary action will be taken, and feedback given to the complaining volunteer.
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Prohibition Against Harassment. The Employer recognizes the right of all Employees to work in an environment which is free of harassment, sexual or otherwise, and from any penalty or threat of penalty for rejection of such behaviour.
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Prohibition Against Harassment. The Resident shall be treated in a professional manner consistent with MMC Values in Action and Human Resource Policies and shall be entitled to a working environment free of verbal, physical or other harassment because of color, race, creed, sex, sexual orientation, transgender status or gender identity, age, physical or mental disability, whistleblower status, veteran or military status, national origin or any other protected status in employment and/or in programs or activities including in conditions of admission or participation. Any incident of harassment should be reported to the Resident’s Program Director, MMC’s Vice President of Medical Education and MMC’s Vice President of Human Resources. As related to any discrimination and/or harassment complaint based on sex/gender, MMC’s Vice President of Human Resources also serves as MMC’s Title IX Officer. Please see MMC’s enclosed Notice of Nondiscrimination with this Letter. Resident agrees that he/she will not subject any other MMC Resident, employee, patient, or other member of the MMC community to any verbal, physical or other harassment because of color, race, creed, sex, sexual orientation, transgender status or gender identity, age, physical or mental disability, whistleblower status, veteran or military status, national origin or any other protected status in employment and/or in programs or activities including in conditions of admission or participation.
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Prohibition Against Harassment. Summerwood Community Association strives to maintain a workplace that is free from illegal discrimination and harassment. Any board member who engages in discriminatory or harassing conduct is subject to censure and removal from the Board. Complaints alleging misconduct on the part of Board members will be investigated promptly and as confidentially as possible by the Board of Directors and the property management company. Summerwood Board of Directors should treat their colleagues and the staff with courtesy and respect, without harassment, physical or verbal abuse. With respect to harassment and discrimination, since the standards applicable to Board staff represent the highest standards of ethical conduct in these areas, those standards shall also apply to Summerwood HOA Board of Directors.
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Prohibition Against Harassment. Any type of harassment against any Imperial Dade employee is prohibited. This policy applies to all employees at all Canadian locations, including supervisors and managers, as well as third parties such as temporary workers, contractors, consultants, vendors and customers. All employees are expected to conduct themselves in accordance with this policy when they are on Company premises, at a Company-sponsored event and when conducting business on behalf of the Company. Xxxxxxxxx conduct is prohibited whether committed by managerial or non-managerial employees, temporary workers, contractors, consultants, vendors or customers. Prohibited conduct includes any conduct that unreasonably interferes with someone’s work performance or creates an intimidating, hostile or offensive work environment. Harassment means engaging in a course of vexatious comment or conduct that is known or ought to be known to be unwelcome based on a prohibited ground of discrimination in accordance with provincial legislation or psychological harassment. Harassment also includes any conduct, comment or gesture against an employee that is known or ought reasonably to be known to be unwelcome. This includes any action that is likely to cause discomfort, offence or humiliation to any employee, such as bullying or verbally abusive behavior. Conduct may be considered harassment, whether it is: • verbal – such as words, jokes, foul language, derogatory statements or slurs based on any protected characteristic, comments about someone’s body, or unwanted sexual flirtations; • physical – such as improper touching or assault; or • visual – such as explicit or derogatory posters, cartoons, electronic images, drawings based on any protected characteristic or obscene gestures. • Psychological such as any vexatious behavior in the form of repeated and hostile or unwanted conduct, verbal comments, actions or gestures that affect a person’s dignity or psychological or physical integrity and that results in a harmful work environment for the person. Sexual harassment includes any conduct, comment, gesture, or contact of a sexual nature that: (i) is likely to cause offence or humiliation to any employee or create a negative psychological or emotional work environment; or (ii) might, on reasonable grounds, be perceived by an employee as placing a condition of a sexual nature on any aspect of the employment relationship, including any opportunity for training or promotion. Offering or implying to offer emp...
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Prohibition Against Harassment. Berlitz recognizes the right of all Employees to work in an environment which is free of harassment. Accordingly, the harassment of any Employee is prohibited.
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Prohibition Against Harassment. The House Staff Member shall be treated in a professional manner consistent with MMC Values in Action and Human Resource Policies and shall learn and work in an environment intolerant of verbal, physical or other harassment based on color, race, creed, sex, sexual orientation, transgender status or gender identity, age, physical or mental disability, whistleblower status, veteran or military status, national origin or any other protected status in employment and/or in programs or activities including in conditions of admission or participation. Any incident of harassment should be reported to the House Staff Member’s Program Director, MMC’s DIO and MMC’s Vice President of Human Resources. As related to any discrimination and/or harassment complaint based on sex/gender, MMC’s Vice President of Human Resources also serves as MMC’s Title IX Officer. Please see MMC’s enclosed Notice of Nondiscrimination with this Letter. House Staff Member agrees that he/she/they will not subject any other MMC House Staff Member, employee, patient, or other member of the MMC community to any verbal comment, physical touching or act, or other form of harassment because of color, race, creed, sex, sexual orientation, transgender status or gender identity, age, physical or mental disability, whistleblower status, veteran or military status, national origin or any other protected status in employment and/or in programs or activities including in conditions of admission or participation.
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Related to Prohibition Against Harassment

  • Prohibition Against Discrimination It is the policy of the State to prohibit discrimination in employment against any employee or applicant for employment because of race, age, color, religion, creed, sex (including pregnancy), sexual orientation, political affiliation, country of national origin, ancestry, genetic information, gender identity or expression, mental or physical disability, marital status, or labor organization affiliations, and to promote and implement a positive and continuing program of equal employment opportunity. It is the policy of the Union that it shall not discriminate against any employee or cause or attempt to cause the State to discriminate against any employee because of race, age, color, religion, creed, sex, sexual orientation, political affiliation, country of national origin, ancestry, genetic information, gender identity or expression, mental or physical disability, marital status or labor or organization affiliation.

  • Prohibition Against Recording Except as provided in Section 29.4 of this Lease, neither this Lease, nor any memorandum, affidavit or other writing with respect thereto, shall be recorded by Tenant or by anyone acting through, under or on behalf of Tenant.

  • Covenant Against Discrimination Consultant covenants that, by and for itself, its heirs, executors, assigns, and all persons claiming under or through them, that there shall be no discrimination against or segregation of, any person or group of persons on account of race, color, creed, religion, sex, gender, sexual orientation, marital status, national origin, ancestry or other protected class in the performance of this Agreement. Consultant shall take affirmative action to insure that applicants are employed and that employees are treated during employment without regard to their race, color, creed, religion, sex, gender, sexual orientation, marital status, national origin, ancestry or other protected class.

  • Prohibition Against Assignment During the Vesting Period, the Restricted Shares may not be transferred or encumbered by the Recipient by means of sale, assignment, mortgage, transfer, exchange, pledge, or otherwise. The levy of any execution, attachment, or similar process upon the Restricted Shares shall be null and void.

  • Prohibition Against Transfer The right of a Grantee to receive payments of Shares and/or cash under this Award may not be transferred except to a duly appointed guardian of the estate of the Grantee or to a successor of the Grantee by will or the applicable laws of descent and distribution and then only subject to the provisions of this Award Agreement. A Grantee may not assign, sell, pledge, or otherwise transfer Shares or cash to which he or she may be entitled hereunder prior to transfer or payment thereof to the Grantee, and any such attempted assignment, sale, pledge or transfer shall be void.

  • 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.

  • PLEDGE AGAINST DISCRIMINATION AND COERCION The provisions of this Agreement shall be applied equally to all public employees without discrimination as to age, sex, gender, sexual orientation, marital status, race, color, creed, national origin, political affiliation, union activity, or disability. The Union shall share equally with the Employer the responsibility for applying this provision of the Agreement. Grievances initiated under this section shall be processed according to the provisions of Article 14, Section 1.

  • Complaints Against Teachers Communication between the Community and the School ideally should be such that most complaints may be resolved through personal conferences at the School level. Various avenues of contact between teacher, pupil, parent, principal and other appropriate staff personnel should be pursued before using the formal procedures outlined below. The following process shall not be used when allegations involve legal or criminal violations or allegations of misconduct towards a student, such as abuse or discrimination. Such allegations shall be investigated in accordance with board policy and in conjunction with the authorities, consistent with principles of due process. 1. The Complainant shall be given a copy of this Part II, Section J and be told that there are contractual requirements for the District to follow. 2. If such conferences do not lead to understanding and resolution of problems involved, a parent may pursue further action by submitting a complaint against a teacher, which must be submitted in writing to the principal of the school. The principal shall give a copy to the teacher. Likewise, the teacher may request in writing to the principal that such a written complaint must be filed or the matter shall be considered closed. The principal shall give a copy to the parent. 3. After a written complaint is filed, if requested by the complainant or the teacher, a meeting involving the teacher, the principal, and the complainant will be arranged as soon as possible to discuss the complaint. 4. If it is not resolved at that level to the satisfaction of the Complainant, the Complainant may appeal to the Superintendent. 5. If it is still unresolved to the satisfaction of the Complainant, the Complainant may appeal to the Board of Education.

  • Covenant Against Gratuities The Contractor warrants that no gratuities (in the form of entertainment, gifts, or otherwise) were offered or given by the Contractor, or any agent or representative of the Contractor, to any officer or employee of the State with a view toward securing the Contract or securing favorable treatment with respect to any determinations concerning the performance of the Contract. For breach or violation of this warranty, the State shall have the right to terminate the Contract, either in whole or in part, and any loss or damage sustained by the State in procuring on the open market any items which Contractor agreed to supply shall be borne and paid for by the Contractor. The rights and remedies of the State provided in this clause shall not be exclusive and are in addition to any other rights and remedies provided by law or in equity.

  • Violence Against Women The parties hereby recognize and share the concern that women uniquely face situations of violence or abuse in their personal lives that may affect their attendance or performance at work. A woman who is in an abusive or violent personal or domestic situation will not be subjected to discipline without giving full consideration to the facts in the case of each individual and the circumstances surrounding the incident otherwise supportive of discipline. This statement of intent is subject to a standard of good faith on the part of the Employer, the Union and the affected employees and will not be utilized by the Union or the employees to subvert the application of otherwise appropriate disciplinary measures.

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