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.
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.
(b) Sexual harassment means sexually oriented verbal or physical behaviour which an individual would reasonably find to be unwanted or unwelcome, giving consideration to all surrounding circumstances and which may detrimentally affect the work environment. Such behaviour could include, but is not limited to:
(1) touching, patting or other physical contact;
(2) leering; staring or the making of sexual gestures;
(3) demands for sexual favours;
(4) verbal abuse or threats;
(5) unwanted sexual invitations;
(6) physical assault of a sexual nature;
(7) distribution or display of sexual or offensive pictures or material;
(8) unwanted questions or comments of a sexual nature;
(9) practical jokes of a sexual nature.
(c) To constitute sexual harassment behaviour may be repeated or persistent or may be a single serious incident.
(d) Sexual harassment will often, but need not, be accompanied by an expressed or implied threat of reprisal or promise of reward.
(e) Sexual harassment refers to behaviour initiated by both males and females and directed toward members of either sex.
Sexual Harassment. The Employer and the Union recognize the right of employees to work in an environment free from sexual harassment and agree to co-operate in attempting to resolve, in a confidential manner, all complaints of sexual harassment which may arise in the work place.
Sexual Harassment. Sexual harassment means engaging in a course of vexatious comment or conduct of a sexual nature that is unwelcome and shall include but not be limited to unnecessary touching or patting, suggestive remarks or other verbal abuse, compromising invitations, demands for sexual favours or physical assault.
Sexual Harassment. The Employer and the Union agree that sexual harassment shall not be tolerated in the workplace.
Sexual Harassment. The Government of British Columbia, in cooperation with the Union, will promote a work environment that is free from sexual harassment where all employees are treated with respect and dignity. Sexual harassment is one form of discrimination and is defined as any unwelcome comment or conduct of a sexual nature that may detrimentally affect the work environment or lead to adverse job-related consequences for the victim of the harassment. Prohibited conduct may be verbal, non-verbal, physical, deliberate or unintended, unsolicited or unwelcome, as determined by a reasonable person. It may be one incident or a series of incidents depending on the context. Sexual harassment does not include actions occasioned through exercising in good faith the Employer's managerial/supervisory rights and responsibilities. Protection against harassment extends to incidents occurring at or away from the workplace during or outside working hours provided the acts are committed within the course of the employment relationship. This clause does not preclude an employee from filing a complaint under Section 13 of the B.C. Human Rights Code, however, an employee shall not be entitled to duplication of process. An employee making a complaint of sexual harassment must choose to direct a complaint to either the B.C. Council of Human Rights or to the process specified in Clause 1.9. In either event a complaint of sexual harassment, if included as an element of a grievance shall not be pursued through the process identified in Clause 1.9. An employee who files a written complaint which would be seen by a reasonable person to be frivolous, vindictive or vexatious may be subject to disciplinary action. Disciplinary action taken may be grieved pursuant to Article 8—Grievances. Examples of sexual harassment include but are not limited to: • a person in authority asking an employee for sexual favours in return for being hired or receiving promotions or other employment benefits; • sexual advances with actual or implied work related consequences; • unwelcome remarks, questions, jokes or innuendo of a sexual nature; including sexist comments or sexual invitations; • verbal abuse, intimidation, or threats of a sexual nature; • leering, staring or making sexual gestures; • display of pornographic or other sexual materials; • offensive pictures, graffiti, cartoons or sayings; • unwanted physical contact such as touching, patting, pinching, hugging; • physical assault of a sexual nature. This defin...
Sexual Harassment.
(a) The Union and the Employer recognize the right of employees to work in an environment free from sexual harassment.
(b) Sexual harassment includes but is not limited to:
(1) a person in authority asking an employee for sexual favours in return for being hired or receiving promotions or other employment benefits;
(2) sexual advances with actual or implied work related consequences;
(3) unwelcome remarks, questions, jokes or innuendo of a sexual nature, including sexual comments or sexual invitations;
(4) verbal abuse, intimidation, or threats of a sexual nature;
(5) leering, staring or making sexual gestures;
(6) display of pornographic or other sexual materials;
(7) offensive pictures, graffiti, cartoons or sayings;
(8) unwanted physical contact such as touching, patting, pinching or hugging.
(c) This definition of sexual harassment is not meant to inhibit interactions or relationships based on mutual consent or normal social contact between employees.
(d) Protection against sexual harassment extends to incidents occurring at or away from the workplace, during or outside working hours, and includes incidents related to client, resident, patient or visitor contact, provided the acts are committed within the course of the employment relationship.
Sexual Harassment. D4.01 The Institute and the Employer recognize the right of employees to work in an environment free from sexual harassment and agree that sexual harassment will not be tolerated in the work place.
(a) Any level in the grievance procedure shall be waived if a person hearing the grievance is the subject of the complaint.
(b) If by reason of D4.02
(a) a level in the grievance procedure is waived, no other level shall be waived except by mutual agreement.
Sexual Harassment. Every employee has a right to be free from sexual harassment and from any reprisal or threat of reprisal for the rejection and/or reporting of such behaviour.
Sexual Harassment. 49.1 The Association and the Council recognize the right of employees to work in an environment free from sexual harassment and agree that sexual harassment will not be tolerated in the work place.
49.2 Any level in the grievance procedure shall be waived if a person hearing the grievance is the subject of the complaint.
49.3 If by reason of paragraph 49.2 a level in the grievance procedure is waived, no other level shall be waived except by mutual agreement.
49.4 By mutual agreement, the parties may use a mediator in an attempt to settle a grievance dealing with sexual harassment. The selection of the mediator will be by mutual agreement.
