Sexual Harassment and Discrimination Sample Clauses

Sexual Harassment and Discrimination. 13 10.4.1 The District and the Association agree that sexual harassment negatively affects morale,
Sample 1Sample 2Sample 3See All (4)
AutoNDA by SimpleDocs
Sexual Harassment and Discrimination. 15.01 The Union and the Employer recognize the right of employees to work in an environment free from sexual harassment. Therefore, the Union and the Employer agree to co-operate in resolving any complaints of sexual harassment which may arise in the work place.
Sample 1Sample 2See All (4)
Sexual Harassment and Discrimination. ‌ The Union and the Employer recognize the right of employees to work in an environment free from sexual harassment and discrimination. An employee allegedly being harassed and/or discriminated shall register the complaint in writing to the Manager either directly or through the Union. The Manager shall deal with the complaint with all possible confidentiality. The Manager shall investigate the allegation in an expeditious manner and, if substantiated, take action appropriate to the offence. Where a party is not satisfied with this action or the complaint is not resolved, a grievance may be submitted at Step 2 of the grievance procedure. Where the allegation was presented through the Union, the Employer shall notify the Union within five (5) days of completing the investigation, whether or not the allegation was substantiated, and indicate what action, if any, was taken. The parties agree that substantiated cases of sexual harassment or discrimination shall be cause for discipline, up to and including dismissal. Allegations of sexual harassment or discrimination which are found to be in bad faith shall be cause for discipline, up to and including dismissal.
Sample 1Sample 2Sample 3
Sexual Harassment and Discrimination. Since the Look-Back Date, the Company Group has promptly, thoroughly and impartially investigated all sexual harassment, assault or misconduct, or other discrimination or retaliation allegations, in each case, that were made against any current or former employee of the Company Group at the level of Senior Vice President or above or member of the Company Board, and, in each case, of which any member of the Company Group is aware or has been made aware. With respect to each such allegation with potential merit, the Company Group has taken prompt corrective action that is reasonably calculated to prevent further improper action. The Company Group does not reasonably expect any material liability with respect to any such allegations. Since the Look-Back Date, no current or former employee of the Company Group at the level of Senior Vice President or above or any member of the Company Board has been the subject of any allegation of sexual harassment, assault or misconduct, or other discrimination or retaliation. No member of the Company Group is or, since the Look-Back Date, has entered into any settlement agreements, related to allegations of sexual harassment, assault or misconduct, or other discrimination or retaliation, by any current or former employee at the level of Senior Vice President or above or member of the Company Board.
Sample 1Sample 2
Sexual Harassment and Discrimination. The Union and the Employer recognize the right of employees to work in an environment free from sexual harassment and discrimination. An employee allegedly being harassed and/or discriminated shall register the complaint in writing to the Manager either directly or through the Union. The Manager shall deal with the complaint with all possible confidentiality. The Manager shall investigate the allegation in an expeditious manner and, if substantiated, take action appropriate to the offence. Where a party is not satisfied with this action or the complaint is not resolved, a grievance may be submitted at Step 2 of the grievance procedure. Where the allegation was presented through the Union, the Employer shall notify the Union within five
Sample 1Sample 2
Sexual Harassment and Discrimination. 23.1 The Employer has a policy on sexual harassment and discrimination and the Employee is required to comply with the provisions of the policy from time to time as advised by the Employer.
Sample 1
Sexual Harassment and Discrimination. 10.1 We have a policy of providing equal opportunity in employment. This policy is reflected in all of our practices including the offering of employment, terms and conditions of employment, and in opportunities for promotion, transfer, training and other benefits associated with employment. No employee will be dismissed or subjected to any other negative impact on discriminatory grounds.
Sample 1
AutoNDA by SimpleDocs
Sexual Harassment and Discrimination. In the application of this collective agreement, neither the University, nor the Union, nor any of their representatives, shall threaten, restrain or unlawfully discriminate against or harass an employee. All employees are covered by the University Policy on Harassment, Sexual Harassment and Discrimination Prohibited by Law. The policy defines the following terms:
Sample 1

Related to Sexual Harassment and Discrimination

  • Harassment and Discrimination (a) "Every person who is an employee has a right to freedom from harassment in the workplace by the employer or agent of the employer or by another employee because of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, age, record of offences, marital status, family status, gender identity, gender expression, or disability". ref: Ontario Human Rights Code, Sec. 5 (2) and 10 (1).

  • 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.

  • Harassment & Discrimination The local parties will determine the appropriate means of promoting an effective and meaningful way of addressing discrimination and harassment issues, which may include, but is not limited to the following: • Reviewing the hospital’s harassment policy and making joint recommendations to the Chief Nursing Officer; • Promoting a harassment free workplace where there is ‘zero tolerance’; • Ensuring that all employees are familiar with the employer’s harassment policy by identifying educational opportunities, including the orientation period for new employees; • Identifying supports and solutions to assist employees to deal with harassment and discrimination issues (i.e. Employee assistance Programs, staff supports); • Development of processes to address the accommodations/ modified work needs for nurses; • Development of assertiveness training programs.

  • NON-DISCRIMINATION/HARASSMENT The District prohibits the unlawful harassment of its classified employees and will investigate and take appropriate measures, in accordance with the law, to ensure that unlawful harassment does not occur.

  • 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.

  • 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.

  • 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.

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