Reporting Harassment Sample Clauses

Reporting Harassment. It is important that any employee, who feels he or she has been subjected to harassment, make his or her disapproval known to the “harasser”. If, after being asked to stop, the harassment continues, employees are expected and encouraged to report any incident of harassment. No retaliation will occur or be permitted against an employee for notifying his or her supervisor, a member of Human Resources or any member of management of a violation of this policy or for honestly cooperating in an investigation of such conduct. An employee who feels he/she has been subjected to, or is aware of, conduct which may violate this Policy is encouraged to notify his/her immediate supervisor or any member of Human Resources, Management or the McCain Legal Department. Prompt investigation will occur, and where warranted, XxXxxx will take appropriate disciplinary action with employees or others engaged in the violation of this Policy, up to and including termination.
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Reporting Harassment. It is incumbent upon an Employee to immediately report to his or her supervisor any other Employees who are engaging in harassment. Employees who fail to satisfy this obligation may be subject to discipline, up to and including termination.
Sample 1
Reporting Harassment. The Engager and Equity acknowledge that there are a number of possible methods by which a complaint of harassment or discrimination can be made including: (a) Directly addressing the alleged harasser and advising that the behaviour is unwelcome and must cease; (b) The complaint policy and procedure as set out in the Engager’s policy; or, (c) The complaint process provided for in Equity’s policies.
Sample 1
Reporting Harassment. XXXX encourages individuals who believe they have experienced or witnessed harassment to come forward promptly. Harassment concerns can be resolved by the person being harassed directly with the harasser. When such resolution is not possible or appropriate, concerns regarding harassment should be brought to: A. The supervisor or department head most directly concerned; or B. Any academic or administrative official of OHSU including but not limited to the President, a Vice President, Chief Diversity Officer, Legal Counsel, the Xxxxxxx or a Vice Xxxxxxx, a Xxxx, a Chair, a Director, a Manager, or a Supervisor; or C. The Affirmative Action and Equal Opportunity (AAEO) Department; or D. Human Resources; or E. The Integrity Office; or F. The Office of Academic Affairs; or G. The Department of Patient Relations; or
Sample 1
Reporting Harassment. If an employee is subjected to harassment falling under this Article, the employee can do any of the following: (i) advise local and regional management; and/or (ii) report to Human Resources and/or (iii) contact a union representative; and/or (iv) pursue the matter through the Human Rights Commission (v) to comply with Xxxx 168 ARTICLE 10 –
Sample 1
Reporting Harassment. We and Xxxx Xxx cannot resolve matters that we/it do not know about; therefore, you should report harassment when: • You feel that you have been harassed • You have seen someone else being harassed This is true whether the alleged harasser is an employee, a supervisor or manager, or even a non-employee, such as a customer or vendor with whom the Company does business. To report harassment, contact your (Supplier Company Name) Supervisor or the individual at your company who has been trained to respond appropriately to reports of harassment. Once your report has been received the company will: • Conduct a prompt and thorough investigation • Explore the possibility of temporary remedial action (if needed) to separate the accused from the accuser • Discuss the results with the complaining employee and, where appropriate, the action to be taken • Keep the investigation and results as confidential as possible • If the complaint is verified, take appropriate corrective action, up through and including termination of the harasser. I have read a copy of Xxxx Xxx’x No-Harassment Policy, provided by my employer, (Supplier Company Name) , and I understand its contents. I understand that, if I feel that I have been harassed, or if I see what I believe is harassment, at any time while I am assigned to work for Xxxx Xxx or any of its affiliates, I will immediately report the alleged harassment to my (Supplier Company Name)
Sample 1

Related to Reporting Harassment

  • Harassment The Employer and the Union recognize the right of employees to work in an environment free from harassment, including sexual harassment, as defined by the Employer’s harassment policy.

  • Workplace Harassment The Hospital and the Union are committed to ensuring a work environment that is free from harassment. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the Ontario Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment. ref. Ontario Human Rights Code, Sec. 10(1). Harassment may take many forms including verbal, physical or visual. It may involve a threat, an implied threat or be perceived as a condition of employment. The Parties agree that harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments and/or the assessment of discipline. If an employee believes that she/he has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be undertaken. The employee should request the harasser to stop the unwanted behaviour by informing the harassing individual(s) that the behaviour is unwanted and unwelcome. Should the employee not feel comfortable addressing the harasser directly, she/he may request the assistance of the manager or a Union representative. If the unwelcome behaviour was to continue, the employee will consult the Hospital policy on harassment and will be free to pursue all avenues including the complaint investigation and resolution. The Parties agree that an employee may have a representative of the Union with her/him throughout the process, if requested.

  • Harassment Policy It is the policy of CUPE as an Employer to ensure that the working environment is conducive to the performance of work and is such that employees are not hindered from carrying out their responsibilities. The Employer considers harassment in the work force to be a totally unacceptable form of intimidation and will not tolerate its occurrence. The Employer will ensure that victims of harassment are able to register complaints without reprisal. Harassment is a form of discrimination and includes personal harassment. Harassment shall be defined as any improper behaviour by a person which is offensive to any employee and which that person knows or ought reasonably to have known would be inappropriate or unwelcome. It comprises objectionable conduct, comment or display made on either a one-time or continuous basis that demeans, belittles or causes personal humiliation or embarrassment to an employee. The parties to this Agreement will work together to ensure that all employees, and CUPE members understand their personal responsibility to promote a harassment-free working environment. Appendix “U”, herein below shall be followed respecting matters referred to directly herein.

  • RETALIATION The Landlord is prohibited from making any type of retaliatory acts against the Tenant including but not limited to restricting access to the Premises, decreasing or cancelling services or utilities, failure to repair appliances or fixtures, or any other type of act that could be considered unjustified.

  • 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.

  • Supported Employment Reporting After the DORS consumer has completed the first month of Supported Employment job coaching and monthly thereafter, LOWER SHORE ENTERPRISES shall complete the Employment Service Progress Form (Attachment D). The Form is required each month whether LOWER SHORE ENTERPRISES is sending an invoice to DORS or not.

  • Sexual Harassment Policy The Contractor and all Subcontractors must have a written sexual harassment prevention policy addressing sexual harassment in the workplace and must provide annual sexual harassment training to all employees.

  • Reporting Violations You must immediately report any known violation of the District’s applicable policies, Internet safety plan, or acceptable use guidelines to a supervising teacher (if student) or the technology coordinator. • You must report to a supervising teacher (if student) or the technology coordinator any requests for personally identifying information or contact from unknown individuals, as well as any content or communication that is abusive, obscene, pornographic, sexually oriented, threatening, harassing, damaging to another’s reputation, or illegal. User’s Name (printed):

  • Sexual Harassment CONTRACTOR shall have a Sexual and Gender Identity harassment policy that clearly describes the kinds of conduct that constitutes sexual harassment and that is prohibited by the CONTRACTOR’s policy, as well as federal and state law. The policy should include procedures to make complaints without fear of retaliation, and for prompt and objective investigations of all sexual harassment complaints. CONTRACTOR further agrees to provide annual training to all employees regarding the laws concerning sexual harassment and related procedures pursuant to Government Code 12950.1.

  • Non-Retaliation The Contractor agrees to prohibit retaliation, discharge or otherwise discrimination against any employee or applicant for employment who has inquired about, discussed or disclosed their compensation.

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