SEXUAL AND OTHER HARASSMENT Sample Clauses

SEXUAL AND OTHER HARASSMENT. 10.01 The parties agree that individuals should be able to work and study in an environment free from sexual or other harassment. 10.02 The parties agree to work together to achieve that goal. 10.03 Instances of sexual and other harassment shall be eligible to be processed as grievances.
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SEXUAL AND OTHER HARASSMENT. PVPA employees have the right to work in an atmosphere free from all forms of harassment from co-workers, supervisors or managers, Board members, students or family members, or consultants, contactors or vendors of PVPA or any other individuals working or visiting PVPA. This prohibition covers conduct occurring in the workplace and in any work-related setting. Definition of sexual harassment (a) Sexual harassment includes, without limitation, sexual advances, requests for sexual favors and conduct, whether verbal or physical, of a sexual nature when: (1) Submission to or rejection of such advances, requests or conduct is made either explicitly or implicitly a term or condition of employment or a basis of any employment-related decision; or (2) Such advances, requests or conduct has the purpose or effect of unreasonably interfering with an individual’s work by creating an intimidating, hostile, humiliating or offensive environment; or (b) Sexual harassment includes direct or implied requests by a supervisor for sexual favors in exchange for actual or promised job benefits, such as favorable reviews, pay increases, promotions, increased benefits, or continued employment. (c) Sexual harassment includes any sexually oriented conduct which is unwelcome and, whether intentional or not, has the effect of creating an environment that is hostile, offensive, intimidating or humiliating, without regard to the gender or gender identity of the target. Definition of Other Harassment Other harassment prohibited by this Article includes verbal or physical conduct that denigrates or shows hostility or aversion toward an individual due to any legally protected classification whether of that individual or of anyone associated with that individual, which: (a) Has the purpose or effect of creating an intimidating, hostile or offensive work environment; (b) Has the purpose or effect of unreasonably interfering with an individual’s work; (c) Otherwise adversely affects an individual’s employment opportunities.
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SEXUAL AND OTHER HARASSMENT. There are, and since the Lookback Date have been, no Legal Proceedings pending or, to the Company’s Knowledge, threatened against the Company or any of its Subsidiaries regarding any allegations of sexual harassment, sexual misconduct, or other illegal harassment by any current or former director, officer, employee, or independent contractor of the Company or any of its Subsidiaries. Since the Lookback Date, neither the Company nor any of its Subsidiaries have entered into any settlement agreements related to allegations of sexual harassment, sexual misconduct, or other illegal harassment by any current or former director, officer, employee, or independent contractor of the Company or any of its Subsidiaries.
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SEXUAL AND OTHER HARASSMENT. The District is committed to providing a work environment that is free of illegal discrimination and harassment. This policy applies to employees, customers, vendors and visitors. Such behavior is illegal as well as inappropriate. Actions, words, jokes, or comments based on an individual’s sex, race, ethnicity, age, religion, or any other legally protected characteristic will not be tolerated in the workplace, after work, or on social networking sites. As an example, harassment of any type (both overt and subtle) is a form of employee misconduct that is demeaning to another person, undermines the integrity of the employment relationship, and is strictly prohibited. Sexual harassment may involve a variety of unwanted, unwelcome and repeated behaviors such as: • Sexually suggestive statements or questions; • Offensive jokes; • Sexual innuendoes; • Offensive touching or patting; and/or • Sexual bribery. The above-stated behaviors are considered sexual harassment when: • Submitting to advances is a term or condition of employment; • Submitting to or rejecting advances affects employment decisions; and/or • Such conduct creates an intimidating, hostile or offensive working environment that interferes with job performance. Any incident of sexual or other harassment should promptly be reported to the employee’s supervisor. If the supervisor is unavailable or the employee believes it would be inappropriate to contact that person, he or she should immediately contact the HR Manager. All employees can raise concerns and make reports without fear of reprisal. Any supervisor who becomes aware of possible sexual or other harassment should promptly advise the HR Manager, who will make sure an investigation is conducted and will handle the matter in a timely and appropriately confidential manner. Upon completion of the investigation, the complaining employee will be privately advised of management’s findings and the manner in which the District intends to resolve the problem. The complaining employee’s input regarding remedial action will be given due consideration. The District recognizes that the question of whether a particular action or incident is a purely personal, social matter without a discriminatory employment effect requires a factual determination based on all of the circumstances. The District also recognizes that false accusations of sexual or other harassment can have serious effects on innocent women and men. Intentionally false allegations may, therefore...
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SEXUAL AND OTHER HARASSMENT. ‌ 1. Consistent with the University policy on Sexual Harassment, which is appended and incorporated by reference into this Agreement, the University shall provide bargaining unit members with a work environment free of sexual harassment or other harassment. a. For purposes of this Article, “sexual harassment” shall mean: Unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of sexual nature constitute sexual harassment when: 1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment or academic work, 2) submission to or rejection of such conduct by an individual is used as the basis for employment or academic decisions affecting such individual or 3) such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile or offensive working or academic environment. Verbal conduct is defined as any for communication, whether written, signed, spoken, or depicted in images. Sexual harassment may include, but is not limited to, unwelcome kissing, patting, touching, fondling, sexual remarks, or the display of sexually offensive or degrading posters, pictures, cartoons, or other images. b. For the purpose of this Article, “other harassment” shall mean: Conduct which as the purpose or effect of unreasonably interfering with an individual’s work place performance, or creating an intimidating, hostile or offensive working or academic environment. 2. The University shall provide all bargaining unit members with training in how to recognize, avoid, and respond to harassment incidents. 3. In addition, the Affirmative Action and Non-Discrimination Policy of the University of Massachusetts Amherst prohibits the harassment of students and employees, i.
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SEXUAL AND OTHER HARASSMENT. The Employer and the Union agree that all personnel have the right to work without sexual and other personal harassment and to that end agree to use their best effort to prevent any sexually oriented practice or personal harassment that undermines an employee’s health, job performance, productivity or endangers her employment status or potential for promotion.
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SEXUAL AND OTHER HARASSMENT. The Company and each of its Subsidiaries have promptly, thoroughly and impartially investigated all sexual harassment or other discrimination, retaliation or policy violation allegations of which they are or have been made aware. With respect to each such verified allegation, the Company and its Subsidiaries have taken prompt corrective action reasonably calculated to prevent further improper action. Neither the Company nor any of its Subsidiaries reasonably expect any material liabilities with respect to any such allegations. To the Company’s Knowledge, there are no allegations of harassment or discrimination relating to officers, directors, employees, contractors or agents of the Company or its Subsidiaries that, if known to the public, would bring the Company or its Subsidiaries into material disrepute.
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SEXUAL AND OTHER HARASSMENT. 10.01 The parties agree that individuals should be able to work and study in an environment free from all types of harassment, as outlined and governed by the University’s harassment policy (which may be changed from time to time), legislation and common law. 10.02 The parties agree to work together to achieve that goal. 10.03 Instances of sexual and other harassment shall be eligible to be processed as grievances. 10.04 Notwithstanding other time limits contained in this agreement, employees may file a complaint in accordance with the University’s harassment policy
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Related to SEXUAL AND OTHER HARASSMENT

  • SPECIAL AND OTHER LEAVE ‌ Definition of immediate family for Article 20 (Special and Other Leave): is an employee's parent, stepparent, spouse, common-law spouse, grandparent, grandchild, child, stepchild, brother, sister, father-in-law, mother-in-law, son-in-law, daughter-in-law, legal guardian, legal xxxx, and any other relative permanently residing in the employee's household or with whom the employee permanently resides.

  • Non-Discrimination and Other Requirements A. Section 504 applies only to Contractor who are providing services to members of the public. Contractor shall comply with § 504 of the Rehabilitation Act of 1973, which provides that no otherwise qualified handicapped individual shall, solely by reason of a disability, be excluded from the participation in, be denied the benefits of, or be subjected to discrimination in the performance of this Agreement.

  • Improper and Other Payments (a) Neither the Company, any director, officer, employee thereof, nor any agent or representative of the Company nor any person acting on behalf of any of them, has made, paid or received any unlawful bribes, kickbacks or other similar payments to or from any person or authority, (b) no contributions have been made, directly or indirectly, by the Company to a domestic or foreign political party or candidate; and (c) the internal accounting controls of the Company are believed by the Company’s management to be adequate to detect any of the foregoing under current circumstances.

  • Vacation and Other Leave During the Period of Employment, the Executive shall accrue and be entitled to take paid vacation in accordance with the Company’s vacation policies in effect from time to time, including the Company’s policies regarding vacation accruals; provided that the Executive’s rate of vacation accrual during the Period of Employment shall be no less than three (3) weeks per year. The Executive shall also be entitled to all other holiday and leave pay generally available to other executives of the Company.

  • Parental leave and other entitlements An employee may in lieu of or in conjunction with parental leave, access any annual leave or long service leave entitlements which they have accrued subject to the total amount of leave not exceeding 52 weeks.

  • Mechanics' and Other Liens 20.1 If any mechanic's, laborer's or materialman's lien shall at any time be filed against the Property or any part thereof with respect to any work done, or labor or materials furnished, or caused to be furnished, by Tenant or anyone claiming through or under Tenant, or any judgment, attachment or levy is filed or recorded against the Property or any part thereof by anyone claiming through or under Tenant, Tenant, within thirty (30) days after notice of the filing thereof, shall cause the same to be discharged of record by payment, deposit, bond, order of a court of competent jurisdiction or otherwise. If Tenant shall fail to cause such lien, judgment, attachment or levy to be discharged within the period aforesaid, then, in addition to any other right or remedy, Landlord may, but shall not be obligated to, discharge the same by bonding proceedings, if permitted by law (and if not so permitted, by deposit in court). Any amount so paid by Landlord, including all costs and expenses paid by Landlord in connection therewith, together with interest thereon at the rate of 18% per annum (or, if lower, the maximum rate permitted by law) from the respective dates of Landlord's so paying any such amount, cost or expense, shall constitute additional rent payable by Tenant under this Lease and shall be paid by Tenant to Landlord on demand. 20.2 Nothing contained in this Lease shall be deemed or construed in any way as constituting the consent or request of Landlord, express or implied, by inference or otherwise, to any contractor, subcontractor, laborer or materialman for the performance of any labor or the furnishing of any materials for any specific improvement, alteration to or repair of the Demised Premises, or any part thereof, or as giving Tenant any right, power or authority to contract for or permit the rendering of any services or the furnishing of any materials that would give rise to the filing of any mechanic's liens against Landlord's interest in the Demised Premises. Notice is hereby given that Landlord shall not be liable for any labor or materials furnished or to be furnished to Tenant upon credit, and that no mechanic's or other lien for any such labor or materials shall attach to or affect the reversion or estate or interest of Landlord in and to the Demised Premises.

  • Consequential and Other Damages Notwithstanding anything to the contrary contained in the Separation Agreement or this Agreement, the Provider shall not be liable to the Recipient or any of its Affiliates or Representatives, whether in contract, tort (including negligence and strict liability) or otherwise, at law or equity, for any special, indirect, incidental, punitive or consequential damages whatsoever (including lost profits or damages calculated on multiples of earnings approaches), which in any way arise out of, relate to or are a consequence of, the performance or nonperformance by the Provider (including any Affiliates and Representatives of the Provider and any unaffiliated third-party providers, in each case, providing the applicable Services) under this Agreement or the provision of, or failure to provide, any Services under this Agreement, including with respect to loss of profits, business interruptions or claims of customers.

  • No Improper Use of Information of Prior Employers and Others During my employment by the Company I will not improperly use or disclose any confidential information or trade secrets, if any, of any former employer or any other person to whom I have an obligation of confidentiality, and I will not bring onto the premises of the Company any unpublished documents or any property belonging to any former employer or any other person to whom I have an obligation of confidentiality unless consented to in writing by that former employer or person. I will use in the performance of my duties only information which is generally known and used by persons with training and experience comparable to my own, which is common knowledge in the industry or otherwise legally in the public domain, or which is otherwise provided or developed by the Company.

  • Utilities and Other Services 4.4.1 The Tenant shall arrange, at its own cost and expense, for the installation, connection and supply of all utilities and any other services required by it at or in relation to the Premises. 4.4.2 The Tenant shall pay to the suppliers, and indemnify the Landlord against, all charges for the installation, connection and supply of all utilities and any other services consumed or used at or in relation to the Premises and the Tenant shall comply with the requirements and regulations of the respective suppliers. Tenant to initial 4.4.3 For the purposes of this Clause 4.4, the term “utilities” shall include water, electricity, telecommunications network, gas and any water-borne sewerage systems.

  • Labor and Other Employment Matters (a) (i) Neither the Parent nor any of the Parent Subsidiaries is a party to or bound by any collective bargaining or similar agreement or work rules or practices with any labor union, works council, labor organization or employee association applicable to employees of the Parent or any Parent Subsidiary, nor are there any negotiations or discussions currently pending between the Parent or the Parent Subsidiaries and any union, work counsel, labor organization, or employee association, (ii) there have been no strikes, work stoppages, shutdowns, or lockouts with respect to any Parent Employee during the last five (5) years, (iii) to the knowledge of the Parent, there is no effort pending or threatened against the Parent or any Parent Subsidiary, (iv) there is no unfair labor practice, labor dispute (other than routine individual grievances) or labor arbitration proceeding pending or, to the knowledge of the Parent, threatened with respect to Parent Employees, and (v) there is no slowdown, work stoppage or similar labor activity in effect or, to the knowledge of the Parent, threatened with respect to Parent Employees; except, with respect to clauses (ii) through (v) hereof, as would not have, or would not reasonably be expected to have, individually or in the aggregate, a Parent Material Adverse Effect. (b) The Parent and the Parent Subsidiaries are, and have been, in compliance in all material respects with all applicable Laws respecting (i) employment and employment practices, (ii) terms and conditions of employment and wages and hours, including the obligations of the WARN Act, (iii) unfair labor practices, and (iv) occupational safety and health and immigration, except as set forth in Section 5.12(b) of the Parent Disclosure Letter, neither Parent nor any Parent Subsidiary has implemented, conducted or experienced a “plant closing” or “mass layoff” as defined in the WARN Act (or any similar group personnel action requiring advance notice under the WARN Act) affecting any site of employment or one or more facilities or operating units within any site of employment or facility of Parent or any Parent Subsidiary. (c) Except as set forth in Section 5.12(c) of the Parent Disclosure Letter, there are no proceedings pending or, to the knowledge of the Parent, threatened against the Parent or any of the Parent Subsidiaries in any forum by or on behalf of any present or former Parent Employee or any present or former employee of any Person providing services to any Parent Entity for which Parent could reasonably be expected to be liable that, individually or in the aggregate, would reasonably be expected to have a Parent Material Adverse Effect, any applicant for employment or classes of the foregoing alleging unpaid or overdue wages or compensation due, breach of any express or implied employment contract, violation of any Law or regulation governing employment or the termination thereof, or any other discriminatory, wrongful or tortious conduct on the part of the Parent of any of the Parent Subsidiaries in connection with the employment relationship that, individually or in the aggregate, would reasonably be expected to have a Parent Material Adverse Effect. (d) Each individual who renders service to the Parent or any Parent Subsidiary who is classified by the Parent or such Parent Subsidiary, as applicable, as having the status of an independent contractor or other non-employee status for any purpose (including for purposes of taxation and tax reporting and under any Parent Employee Benefit Plans) is properly so classified and treated in accordance with applicable Laws and for purposes of all Parent Employee Benefit Plans and perquisites.

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