Prohibition of Harassment. Harassment may be physical, verbal or sexual in nature and all forms are equally unacceptable. Harassment shall be defined as a course of conduct directed at a specific person and may include, but is not limited to, threats or intimidation, physical assault, deliberate gestures, comments, questions and representations. Inappropriate use of managerial/supervisory authority takes place when a person who supervises or is in a position of authority exercises that authority in a manner which serves no legitimate work purpose and which ought reasonably be known to be inappropriate. Inappropriate use of managerial/supervisory authority does not include actions occasioned through the exercise in good faith, of the Employer's managerial/supervisory rights and responsibilities. A manager, employee or contractor of the Employer agrees, as a condition of employment, to refrain from any form of harassment as described in this article.
Prohibition of Harassment. See Appendix A entitled "Policy against Offensive Conduct, Harassment, and Violence."
Prohibition of Harassment. The University is committed to creating and maintaining a community dedicated to the advancement, application, and transmission of knowledge through academic excellence, in an atmosphere free from prohibited harassment, exploitation, or intimidation. Complaints of sexual misconduct (including sexual violence and/or sexual harassment) may be made to the University’s Title IX office or may be made the subject of a dispute under UPHS GME policy II-B (“Appropriate Treatment of House Staff”).
Prohibition of Harassment. 6.5.1. In addition to the non-discrimination requirements in these General Conditions, Contractor and all Subcontractors must comply with these provisions prohibiting harassment at the Site. Judicial Council is committed to providing a public environment and workplace free of sexual harassment and harassment based on factors such as race, color religion, national origin, ancestry, age, medical condition, marital status, disability or veteran status. Harassment includes without limitation, verbal, physical, or visual conduct which creates an intimidating, offensive or hostile environment such as racial slurs; ethnic jokes; posting of offensive statements, posters or cartoons or similar conduct. Sexual harassment includes without limitation the solicitation of sexual favors, unwelcome sexual advances, or other verbal, visual or physical conduct of a sexual nature.
6.5.2. Contractor must take all reasonable steps to prevent harassment from occurring, including without limitation affirmatively raising the subject of harassment among its employees, expressing strong disapproval of any form of harassment, developing appropriate sanctions, informing employees of their right to raise and how to raise the issue of harassment and informing complainants of the outcome of an investigation into a harassment claim.
6.5.3. Contractor cannot not permit any person, whether employed by Contractor, a Subcontractor, or any other person or entity, performing any Work at or about the Premises to engage in any prohibited form of harassment. Any person performing or providing Work on or about the Premises engaging in a prohibited form of harassment directed to any judge, clerk, or staff of the Court or of Judicial Council, or directed to any other person on or about the Premises, will be subject to immediate removal and will be prohibited thereafter from providing or performing any portion of the Work. Upon Judicial Council’s receipt of any notice or complaint that any person employed directly or indirectly by Contractor or any Subcontractor to perform or provide the Work has engaged in a prohibited form of harassment, Judicial Council will promptly undertake an investigation of such notice or complaint. If Judicial Council, after such investigation, reasonably determines that a prohibited form of harassment has occurred, Judicial Council will promptly notify Contractor of the same and direct that the person engaging in such conduct be immediately removed from the Premises. Unles...
Prohibition of Harassment. Intuit strictly prohibits harassment or discrimination of any kind, including harassment on the basis of sex, race, color, religion, gender, age, mental or physical disability, medical condition, national origin, gender identity, marital status, veteran status, sexual orientation, or any other characteristic protected under applicable laws. If a Temporary Contract Worker experiences, knows of, or suspects any discriminatory or harassing conduct, they should immediately report the incident to the manager, the HR Business Partner, or Intuit's Employee Relations, Center of Excellence at Xxxxxxxx_XxxxxxxxxXXX@xxxxxx.xxx.
