Sexual And Personal Harassment Purpose Sample Clauses

Sexual And Personal Harassment Purpose. To provide a work environment free of harassment for all employees which is supportive of the dignity, self-esteem and contribution of all employees. To ensure all employees are aware of the seriousness with which the company views harassment. Harassment will not be tolerated by the company and confirmed incidents may result in disciplinary action, up to and including dismissal. Definition
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Sexual And Personal Harassment Purpose. To provide a work environment free of harassment for all employees which is supportive of the dignity, self-esteem and contribution of all employees. To ensure all employees are aware of the seriousness with which the company views harassment. Harassment will not be tolerated by the company and confirmed incidents may result in disciplinary action, up to and including dismissal. Process: This process applies to all complaints where the complainant and the respondent (alleged harasser) are both Unifor Employees. However, in instances where a Unifor represented Employee is a complainant or a respondent in an alleged harassment matter that involves a non-Unifor Employee, a Union representative appointed by the Union will attend as an observer to the meetings. Definition
Sample 1

Related to Sexual And Personal Harassment Purpose

  • 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 2.04. The Employer shall maintain a policy on workplace harassment.

  • Personal Harassment (a) The Employer and the Union recognize the right of employees to work in an environment free from personal harassment and agree that employees who engage in personal harassment may be disciplined.

  • Sick and Personal Leave The Assistant Principal shall annually be entitled to twelve (12) days of sick leave and two (2) days of personal leave. Unused personal leave days will accumulate as sick leave days. Earned sick leave may accumulate to a maximum of 340 days. Every sick day that is issued for the current school year and eventually not utilized during that school year will be multiplied by 1.5 at the end of the school year (e.g., 10 unused sick days on June 30, 2022 will be converted in a credit of 15 sick days for the Assistant Principal’s use.) This unused sick day multiplier will not be in effect during the four (4) years prior to retirement.

  • Harassment Sexual Harassment a. All employees have the right to work without personal harassment or sexual harassment.

  • Sexual Harassment (a) The Union and the Employer recognize the right of employees to work in an environment free from sexual harassment. The Employer shall take such actions as are necessary respecting an employee engaging in sexual harassment.

  • Paid Personal Leave A. During the first full pay period in each January, full-time employees on the payroll as of September 1, 2011 will be credited annually with paid personal leave credits at the following rate: Scheduled Hours per Week Personal Leave Credits 37.5 hours per week 37.500 hours 40.0 hours per week 40.000 hours Such personal leave may be taken during the following twelve (12) months at a time or times requested by the employee and approved by his/her Appointing Authority. Full-time employees hired or promoted into the bargaining unit after the first full pay period in January of each year will be credited with personal leave days in accordance with the following schedule: Date of Hire or Promotion Scheduled Hours per Week Personal Leave Credited January 1 – March 31 37.5 22.500 hours 40.0 24.000 hours April 1 – June 30 37.5 15.000 hours 40.0 16.000 hours July 1 – September 30 37.5 7.500 hours 40.0 8.000 hours October 1 – December 31 37.5 0 hours 40.0 0 hours

  • Discrimination and Harassment 7.13 All members of the Appointments Committee shall be given access to information about the content and application of relevant federal and provincial legislation, ad 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 Chief 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 Human Rights Office for assistance.

  • Unpaid Personal Leave Where an employee has exhausted all paid personal leave entitlements, they are entitled to take unpaid personal leave to care for members of their immediate family or household who are sick and require care and support or who require care due to an unexpected emergency. The employer and the employee shall agree on the period. In the absence of agreement, the employee is entitled to take up to two days (up to a maximum of 16 hours) of unpaid leave per occasion, provided the requirements of 7.2.5(a) and 7.2.5(b) are met.

  • Personal Medical Leave 1. Accrued 100% sick leave may be used at the employee's discretion. Such leave may be taken before or after the vacation described in No. 3 below.

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