SEXUAL AND OTHER UNLAWFUL HARASSMENT Sample Clauses

SEXUAL AND OTHER UNLAWFUL HARASSMENT. Employing Broker and 9
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SEXUAL AND OTHER UNLAWFUL HARASSMENT. Employing Broker and Brokerage Firm are committed to providing a work environment that is free of discrimination and unlawful harassment. 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. As an example, unwanted sexual advances (both overt and subtle) are a form of misconduct that is demeaning to another person, undermines the integrity of the employment or other relationship, and is strictly prohibited. “Harassment” means words or conduct which unreasonably interferes with an individual’s work performance, or otherwise creates an intimidating, hostile or offensive working environment.
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SEXUAL AND OTHER UNLAWFUL HARASSMENT. A fundamental policy of THE CABOOSE RESTAURANTS is that the workplace is for work. Our goal is to provide a workplace free from tensions involving matters which do not relate to the business. In particular, an atmosphere of tension created by non-work related conduct, including ethnic, racial, sexual or religious remarks, national origin, disability, animosity, unwelcome sexual advances or request for sexual favors or other such conduct does not belong in our workplace. Harassment of employees or of applicants by other employees, by those of the opposite or same sex, is prohibited. Harassment includes, without limitation, verbal harassment (epithets, derogatory statements, slurs), physical harassment (assault, physical interference with normal work or involvement), visual harassment (posters, cartoons, drawings), and innuendo. Sexual harassment is a violation of State and Federal law. It includes unwelcome sexual advances, request for sexual favors, sexually motivated physical contact and other verbal or physical conduct, or visual forms of harassment of a sexual nature when submission to such conduct is either explicitly or implicitly made a term or condition of employment or is used as the basis for employment decisions or when such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive work environment. To maintain a productive work environment, THE CABOOSE RESTAURANTS expect employees to be reliable and to be punctual in reporting for work. Front of the house employees are required to arrive 15 minutes before a scheduled shift. Absenteeism and tardiness place a burden on other employees and on THE CABOOSE RESTAURANTS. In the rare instances when employees cannot avoid being late to work or are unable to work as scheduled, they should notify their supervisor as soon as possible in advance of the anticipated tardiness or absence. Missed shifts and excessive tardiness will not be tolerated. Employees are responsible for knowing their schedules, covering their shifts properly, and being on time. It is your responsibility to cover all scheduled shifts that you can not work. If you do not call or cover your shift, it will be assumed that you have terminated your employment. All schedule changes must be written on a Schedule Change Form and approved by a Manager. Employees will be paid for any time they are required to be on work premises (mandatory meetings). In the...
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SEXUAL AND OTHER UNLAWFUL HARASSMENT. The Agency recognizes that all Residential Counselors have the right to work in an environment free from all forms of discrimination and harassment, including, but not limited to, harassment based on race, color, religious creed, national origin, ancestry, sexual orientation, gender identity and physical or mental disabilities, size and genetics. Harassment and discrimination create an intimidating, hostile and offensive work environment and will not be tolerated. Such behavior may result in disciplinary action up to and including termination. 1. Submission to such conduct is either an explicit or implicit term or condition of employment; or 2. Submission to or rejection of the conduct is used as a basis for making employment decisions; or 3. The conduct has the purpose or effect of substantially interfering with an individual's work performance, or creating an intimidating, hostile or offensive work environment. Examples of sexual harassment include but are not limited to repeated sexual flirtation, advances, propositions, abusive behavior of a sexual nature, comments about an individual's body, use of sexual words to describe an individual and the display in the workplace of sexually suggestive objects or pictures.
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SEXUAL AND OTHER UNLAWFUL HARASSMENT. The RPA is committed to providing a work environment that is free of discrimination and other non-work-related tension caused by prohibited harassment. To that end, it has created a universal anti-harassment policy (“Reno Philharmonic Anti- Harassment Policy”, or “RPA Anti-Harassment Policy”) that applies equally to everyone associated with the RPA, including but not limited to employees, contractors, volunteers (including Board members and Chorus members), youth program participants and their parent/guardians or other family members attending youth program activities.
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SEXUAL AND OTHER UNLAWFUL HARASSMENT. A. The purpose of this Article is to state clearly and unequivocally that the University and the Union will not tolerate sexual and other forms of unlawful harassment. In addition, false accusations of such harassment will also not be tolerated. B. It is the intention of the University to take whatever action may be needed to prevent, correct, and, if necessary, discipline to the extent of dismissal from University employment, behavior which violates this Article. C. Wherever the University determines that an instance of unlawful harassment, knowingly false accusation, retaliation for reporting or threatening to report unlawful harassment has been established by evidence, appropriate disciplinary action up to and including dismissal from University employment will be taken consistent with this Agreement. D. Definition of Sexual Harassment Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical nature when: 1. Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment; or 2. Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting an 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 work environment. E. Sexual Harassment may also include: 1. Verbal conduct such as epithets, derogatory comments, slurs or unwanted or unwelcome sexual advances, invitations or comments. 2. Visual conduct such as derogatory or sexually explicit posters, photography, cartoons, drawings or gestures. 3. Physical conduct such as unwanted or unwelcome touching, blocking normal movement or interfering with work directed at the individual because of his/her sex. 4. Threats and demands to submit to sexual requests in order to keep an individual's job in return for sexual favors. 5. Harassing behavior includes conduct directed towards persons of the same or opposite sex. F. Two types of Sexual Harassment exist: 1. Quid pro quo, in which the engineer suffers or reasonably believes he/she will suffer tangible job detriment in retaliation for refusing to accede to sexual demands. 2. Hostile environment, in which no tangible loss or detriment occurs, but an offensive or abusive atmosphere is created by the harasser.
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SEXUAL AND OTHER UNLAWFUL HARASSMENT. 34.01 The Company and the Union agree jointly to develop a Company Policy on Matters relating to discrimination, sexual and personal harassment in the work place for Bargaining Unit Employees. It is further agreed that conditions and procedures developed as a result of this policy will be governed by Canadian Human Rights Code. See Field Aviation Company inc. Eastern Divisions Company Policy Manual ‐ Sexual and Other Unlawful Harassment, Section 701
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SEXUAL AND OTHER UNLAWFUL HARASSMENT. The Agency recognizes that all Residential Counselors have the right to work in an environment free from all forms of discrimination and harassment, including, but not limited to, harassment based on race, color, religious creed, national origin, ancestry, sexual orientation, gender identity and physical or mental disabilities, size and genetics. Harassment and discrimination create an intimidating, hostile and offensive work environment and will not be tolerated. Such behavior may result in disciplinary action up to and including termination. Sexual harassment is defined as unwelcome advances (either verbal or physical), requests for favors and other verbal or physical conduct of a sexual nature, when: 1. Submission to such conduct is either an explicit or implicit term or condition of employment; or 2. Submission to or rejection of the conduct is used as a basis for making employment decisions; or 3. The conduct has the purpose or effect of substantially interfering with an individual's work performance, or creating an intimidating, hostile or offensive work environment. Examples of sexual harassment include but are not limited to repeated sexual flirtation, advances, propositions, abusive behavior of a sexual nature, comments about an individual's body, use of sexual words to describe an individual and the display in the workplace of sexually suggestive objects or pictures.
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SEXUAL AND OTHER UNLAWFUL HARASSMENT 
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Related to SEXUAL AND OTHER UNLAWFUL 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.

  • 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.

  • 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.

  • 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.

  • 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.

  • 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.

  • Insurance and Other Benefits During the Employment Period, the Executive and the Executive’s dependents shall be entitled to participate in the Company’s insurance programs and any ERISA benefit plans, as the same may be adopted and/or amended from time to time (the “Benefits”). The Executive shall be entitled to paid personal days on a basis consistent with the Company’s other senior executives, as determined by the Board. The Executive shall be bound by all of the policies and procedures established by the Company from time to time. However, in case any of those policies conflict with the terms of this Agreement, the terms of this Agreement shall control.

  • Salary and Other Compensation As compensation for the services to be rendered by the Employee to the Company pursuant to this Agreement, the Employee shall be paid the following compensation and other benefits:

  • 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.

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