Racial Harassment. An employee is racially harassed if the employee’s employer or a representative of the employer uses language (whether written or spoken), or visual material, or physical behaviour that directly, or indirectly:
(a) expresses hostility against, or brings into contempt or ridicule, the employee on the grounds of race, colour, or ethnic or national origins of the employee; and
(b) is hurtful or offensive to the employee (whether or not that is conveyed to the employer or the representative); and
(c) has, either by its nature or through repetition, a detrimental effect on the employee’s employment, job performance or job satisfaction.
Racial Harassment. A midwife is racially harassed if the midwife’s employer or a representative of the employer uses language (whether written or spoken), or visual material, or physical behaviour that directly, or indirectly:
(i) expresses hostility against, or brings into contempt or ridicule, the midwife on the grounds of race, colour, or ethnic or national origins of the midwife; and
(ii) is hurtful or offensive to the midwife (whether or not that is conveyed to the employer or the representative); and
(iii) has, either by its nature or through repetition, a detrimental effect on the midwife’s employment, job performance or job satisfaction.
Racial Harassment. Racial harassment is defined as objectionable comment or conduct of a racial nature, which results in intimidating, humiliating, hostile or offensive work environment.
Racial Harassment.
a) The Council will not tolerate racial harassment. You must not cause racial harassment and must take all reasonable steps to prevent anyone living in or visiting the property from doing so.
b) Discrimination, intimidation, or harassment because of someone’s race will include any act of verbal or physical abuse directed at individuals or groups because of their colour or origin, when the victim believes that the attack is of a racial nature or there is direct evidence of a racial motive. It is very different from other forms of harassment.
c) Racial harassment is a crime and, like all forms of harassment, you will be breaking the conditions of your tenancy if found guilty of it.
Racial Harassment. Racial harassment occurs when an employer or its representative uses language, visual material or physical behaviour that directly or indirectly: expresses hostility against, brings into contempt or ridicules the employee on the basis of race, colour, ethnicity or national origins is hurtful or offensive to the employee has, either by its nature or through repetition, a detrimental effect on the employee’s employment, job performance and/or job satisfaction As with sexual harassment, the harassment does not have come from the employer. An employer may be held liable if they fail to take reasonable steps to stop racial harassment against an employee. Racial harassment can include, but is not limited to, the following: derogatory comments made against the employee on the race, colour, ethnicity or national origins the existence in the workplace of written or visual items that are racially offensive and/or hurtful racial jokes that are made at the employee’s expense, or otherwise judging an employee or making decisions relating to the employee based on racial stereotypes sharing racist emails. A dismissal can be unjustified if: The reason for an employee’s dismissal is not justifiable: an employer must have sufficient evidence to establish that there are good grounds to dismiss an employee the reason for dismissal must be one that a reasonable employer would consider to be a justifiable reason for dismissal (e.g. misconduct, incapacity, bringing employer into disrepute, poor performance) prohibited grounds of discrimination as a basis for dismissal is unjustified a redundancy is not genuine (job still exists) there is a breach of an employer’s duty through a constructive dismissal The procedure used for dismissal is procedurally unfair: any issue that results in dismissal must be properly investigated if an employer is unhappy with the employee’s performance, it must tell the employee the employee must be given an opportunity to respond to the employer’s concerns the employer must have an open mind when considering the matter and act in good faith before an employer resorts to dismissal, it should consider other options: meeting with the employee additional supervision of the employee giving a formal warning suspension Employers are bound to follow the ‘fair and reasonable’ test when dealing with a potential dismissal.[10] That is, an employee should be dismissed only if dismissal is an action that a fair and reasonable employer could take, considering the ci...
Racial Harassment. Racial harassment includes the use of language (written or spoken), visual material or physical behaviour that: • expresses hostility against, or brings into contempt or ridicule, any other person on the grounds of colour, race or ethnic or origins of that person; and • is hurtful or offensive to that other person; and • is either repeated, or of such a significant nature, that it has a detrimental effect on that other person. If an investigation of any allegations determines that an employee has been sexually or racially harassing or bullying any other employee (or abusing a child in Barnardos care), this will be regarded as serious misconduct and will be likely to result in summary dismissal.
Racial Harassment. A midwife is racially harassed if the midwife’s employer or a representative of the employer uses language (whether written or spoken), or visual material, or physical behaviour that directly, or indirectly:
Racial Harassment. The District will define racial harassment and other racial discrimination, and a racially hostile environment, and will include examples of student-on-student and staff-on-student conduct that would constitute racial harassment, discrimination, and/or a racially hostile environment. The District will explain the difference between bullying as defined in the District’s bullying policy and racial harassment, and clarify what is covered under each policy. The District will also give examples on how racial harassment and a racially hostile environment negatively impacts student access to services, programs, or activities in the educational program. The policy will:
a. Make clear that the use of the “n-word” or other racial slurs or epithets constitute race-based harassment (and not merely profanity or vulgarity); and
b. Make clear that use of Confederate symbols to intimidate, threaten, and/or harass students and otherwise disrupt the educational environment is prohibited.
Racial Harassment. An employee is racially harassed if the employee’s employer or a representative of the employer uses language (whether written or spoken), or visual material, or physical behaviour that directly, or indirectly:
Racial Harassment. An employee is racially harassed if the employee’s employer or a representative of the employer uses language (whether written or spoken), or visual material, or physical behaviour that directly, or indirectly:
(a) expresses hostility against, or brings into contempt or ridicule, the employee on the grounds of race, colour, or ethnic or national origins of the employee; and
(b) is hurtful or offensive to the employee (whether or not that is conveyed to the employer or the representative); and
(c) has, either by its nature or through repetition, a detrimental effect on the employee’s employment, job performance or job satisfaction. Family violence may impact on an employee’s attendance or performance at work. The employer will support staff experiencing family violence. This support includes:
36.1 For those experiencing family violence, up to 10 days of paid leave in any calendar year to be used for medical appointments, legal proceedings and other activities related to family violence.
36.2 This leave is in addition to existing leave entitlements and may be taken as consecutive or single days or as a fraction of a day and can be taken without prior approval.