SEXUAL HARASSMENT ADVISOR Sample Clauses

SEXUAL HARASSMENT ADVISOR a. The Sexual Harassment Advisor shall be a university employee attached to the Office of the University President. For administrative matters, including the establishment of budgets, approval of expenditures, leave management and office support, the Advisor shall report to the Director of Human Resources. b. For all matters other than those specified in 11(a) the Advisor shall report to and be supervised by the Sexual Harassment Board. He or she shall submit a written annual report to the Board. This report for all matters other than those specified in 11(a) the Advisor shall report to and be supervised by the Sexual Harassment Board. He or she shall submit a written annual report to the Board. This report shall be available to the constituent groups of the Board. c. The Advisor shall be responsible for the administration of the University-Wide Procedures on Sexual Harassment Complaints. He or she is responsible for receiving and responding to complaints of sexual harassment, co-ordinating activities and providing advice regarding the sexual harassment procedures to members of the university. The Advisor is also responsible for developing a collection of information resources on sexual harassment, conducting research and maintaining expertise on issues surrounding sexual harassment. d. In consultation with the Sexual Harassment Board, the Advisor is responsible for the creation of public awareness, developing and providing education about the issue and prevention of sexual harassment within the university community. e. The Sexual Harassment Advisor shall be a neutral party when administering the Procedures. She or he will not be the advocate for either the complainant or the respondent. His or her role is to ensure that the procedures are properly followed, provide information to both parties and ensure that the parties involved understand these procedures and the options available to them. f. The Advisor shall be a non-voting member of the Sexual Harassment Board. g. The Advisor shall provide advice regarding the Procedures to members of the Sexual Harassment Mediator Group and others seeking direction in the handling of cases. h. In consultation with the Sexual Harassment Board, the Advisor is responsible for coordinating the training for the members of the Sexual Harassment Mediator Group and others involved in the application of the sexual harassment procedures. In addition, the Advisor is responsible for keeping the Board members informed of current ...
Sample 1
AutoNDA by SimpleDocs

Related to SEXUAL HARASSMENT ADVISOR

  • 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 Policy The Contractor and all Subcontractors must have a written sexual harassment prevention policy addressing sexual harassment in the workplace and must provide annual sexual harassment training to all employees.

  • 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.

  • 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.

  • 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.

  • Employee Orientation Each and every person working for a contractor, including sub- contractors, will be given an orientation to familiarize them with the site safety program. Unless otherwise specified, each sub-contractor is responsible for the orientation of their workers.

  • 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.

  • Harassment Policy The Employer agrees to provide and promote a harassment free working environment. It is understood and agreed, that the exercising of normal Management rights shall not be considered as job harassment.

  • 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.

  • 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.

Draft better contracts in just 5 minutes Get the weekly Law Insider newsletter packed with expert videos, webinars, ebooks, and more!