Sexual and Gender Harassment Sample Clauses

Sexual and Gender Harassment is a form of harassment that can include: comments about an individual’s physical characteristics; demeaning remarks, threats or taunting based on gender; demands for dates or sexual favours. Sexual solicitations or advances made by a person in a position to grant or deny a benefit or advancement, where the person making the solicitation or advance knows or ought reasonably to know that it is unwelcome, is prohibited. Further, a reprisal or threat of reprisal, for rejection of sexual solicitation or advance, where the reprisal is made or threatened by a person in a position to grant or deny a benefit or advancement, is prohibited. Relationships between faculty and students, or supervisors and subordinates are susceptible to exploitation. This policy is not designed to inhibit normal social relationships. A person entering into or involved in a sexual relationship with a consenting adult who will be or is the subject of evaluation or supervision should decline or terminate the supervisory or evaluative role, and inform the next level supervisor (e.g. Chair, Xxxx, Director, Vice-President) who will make appropriate alternative arrangements for supervision and/or evaluation. 5.03 The Employer and the Union agree that any allegation of discrimination or harassment under Article 5 shall be handled through Step III of the grievance procedure. In the event of a grievance resulting from an alleged violation of Article 5, the grievor may, where the person against whom the allegations is made is the grievor’s supervisor, refer the grievance to the next step of the grievance procedure. If an employee has filed a grievance under Article 5 and wishes to exercise rights under the University Discrimination and Harassment Policy or the Campus Violence and Harassment policy, the grievor shall file a formal request to hold the grievance in abeyance under Article 14. 5.04 Where personal safety is at risk or a strongly negative environment exists, the employee may request of the Xxxx that their duties be modified, as the nature of the particular circumstances dictate, in an attempt to eliminate contact between the employee and the accused during the period of investigation. Such a request will not be unreasonably denied. 5.05 The Union and the Employer acknowledge and support Trent University’s Policy on Acquired Immune Deficiency Syndrome, as revised August, 1989, and as amended from time to time by appropriate University bodies. 5.06 Nothing in Article 5 is intended to: (a)...
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Sexual and Gender Harassment. 4.03.1 The union and the employer recognize the right of employees to work in an environment free from sexual and gender harassment, and undertake to take all possible and appropriate actions to xxxxxx such an environment. In acknowledging that sexual and gender harassment are serious issues, the employer undertakes that no York University student who is or has been employed in the bargaining unit shall be penalized in her student status as result of suffering work-related sexual or gender harassment. In keeping with this objective the parties agree: (i) to co-operate with the aims and purposes of the Sexual Harassment Education and Complaint Centre (SHEACC); (ii) to co-operate with SHEACC in the development of educational programs for CUPE 3903 members and contract administrators; (iii) to follow the procedures set forth in Article 4.03.4 respecting the separation of parties to a sexual and/or gender harassment dispute. The employer further agrees: (iv) to continue to sponsor educational programs mounted by SHEACC for the University community; and (v) to discipline, where appropriate, an employee-harasser pursuant to the provisions of Article 8. 4.03.2 Sexual Harassment shall be defined as: (i) unwanted attention of a sexually oriented nature made by a person(s) who knows or ought reasonably to know that such attention is unwanted; and/or (ii) clearly expressed or implied promise of reward for complying with a sexually oriented request or advance; and/or (iii) clearly expressed or implied threat of reprisal, actual reprisal, or the denial of an opportunity which would otherwise be granted or available, for refusal to comply with a sexually oriented request or advance; and/or (iv) sexually oriented remarks or behaviour which may reasonably be perceived to create a negative environment for work and/or study. 4.03.3 Gender Harassment shall be defined as repeated, offensive comments and/or actions, and/or consistent exclusion from that to which a person(s) would otherwise have a right or privilege, which demean or belittle an individual(s) or a group and/or cause personal humiliation, on the basis of sexual orientation or gender. 4.03.4 Where an employee believes she has been the victim of sexual and/or gender harassment she may, in addition to any other appropriate course of action she wishes to pursue (contacting the Sexual Harassment Centre, laying a complaint, filing a grievance, etc.), request, through the union or the employer, to discontinue contact wi...
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Sexual and Gender Harassment. 4.02.1 The Union and the Employer recognize the right of employees to work in an environment free from sexual and gender harassment, and undertake to take all possible and appropriate actions to xxxxxx such an environment. In acknowledging that sexual and gender harassment are serious issues, the Employer undertakes that no York University student who is or has been employed in the bargaining unit shall be penalized in her student status as result of suffering workrelated sexual or gender harassment. In keeping with this objective the Parties agree: (i) to cooperate with the aims and purposes of the Sexual Harassment Education and Complaint Centre (SHEACC); (ii) to cooperate with SHEACC in the development of educational programmes for CUPE 3903 members and contract administrators; (iii) to follow the procedures set forth in Article 4.
Sample 1
Sexual and Gender Harassment is a form of harassment that can include: comments about an individual’s physical characteristics; demeaning remarks, threats or taunting based on gender; demands for dates or sexual 5.03 The Employer and the Union agree that any allegation of discrimination or harassment under Article 5 shall be handled through Step III of the grievance procedure. In the event of a grievance resulting from an alleged violation of Article 5, the grievor may, where the person against whom the allegation is made is his/her supervisor, refer the grievance to the next step of the grievance procedure. If an employee has filed a grievance under Article 5 and wishes to exercize rights under the University Human Rights policy, the grievor shall file a formal request to hold the grievance in abeyance under article 14. 5.04 Where personal safety is at risk or a strongly negative environment exists, the employee may request of the Xxxx that his/her duties be modified, as the nature of the particular circumstances dictate, in an attempt to eliminate contact between the employee and the accused during the period of investigation. 5.05 The Union and the Employer acknowledge and support Trent University's Policy on Acquired Immune Deficiency Syndrome, as revised August, 1989, and as amended from time to time by appropriate University bodies.
Sample 1

Related to Sexual and Gender 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.

  • 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.

  • No Harassment Contractor does not engage in unlawful harassment, including sexual harassment, with respect to any persons with whom Contractor may interact in the performance of this Agreement, and Contractor takes all reasonable steps to prevent harassment from occurring.

  • Sexual and Personal Harassment The Employer shall provide and the Union and Employees shall support a workplace free from personal or sexual harassment and any other harassment based on the protected characteristics set out in Article 2.

  • 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.

  • 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.

  • Personal Harassment Harassment means engaging in a course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome. Harassment can be either psychological or physical or it can be a combination of both. It is any behaviour, whether deliberate or negligent, which denies individuals their dignity and respect, is offensive, embarrassing or humiliating to the individual and adversely affects the working environment.

  • Domestic Partners; Spouses; Gender Discrimination If the Contract Amount is $100,000 or more, Contractor certifies that it is in compliance with PCC 10295.3, which places limitations on contracts with contractors who discriminate in the provision of benefits regarding marital or domestic partner status.

  • Bullying and Harassment Neither DFMC nor you will engage in behaviour that is, or may be reasonably considered to be, intimidating, bullying or harassing or commit any act or behaviour which is offensive or abusive in connection with this Contract. If you are in breach of this clause, DFMC may suspend the collection of your milk for a period of 5 days or until such time as DFMC determines (acting reasonably) that the behaviour has been rectified.

  • NO DISCRIMINATION/HARASSMENT 4.01 The Employer and the Union agree that there shall be no discrimination, interference, restriction or coercion exercised or practiced with respect to any Employee(s) in the matter of hiring, wage rates, training, upgrading, promotion, transfer, lay- off, recall, discipline, classification, discharge or otherwise by reason of age, race, creed, national origin, religious affiliation, political affiliation, sex, sexual orientation, place of residence, marital status or disability subject to bona fide occupational requirements, family status, colour, ancestry, receipt of public assistance, nor by reason of membership or activity in the Union.

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