Sexual Harassment and Personal Harassment Sample Clauses

Sexual Harassment and Personal Harassment. Cases of sexual harassment and personal harassment as defined by the protected characteristics set out in Article 2.04 shall be considered as discrimination and a matter for grievance and arbitration. Such grievances may be filed by the aggrieved Employee and/or the Union at Step 3 of the grievance procedure and shall be treated in strict confidence by both the Union and the Employer.
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Sexual Harassment and Personal Harassment. Cases of sexual harassment and personal harassment may be a matter for grievance and arbitration. Such grievances may be filed by the aggrieved employee and/or the union at Step 2 of the grievance procedure and shall be treated in strict confidence by both the Union and the Employer.
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Sexual Harassment and Personal Harassment. Complaints of sexual harassment and personal harassment may be filed by the aggrieved employee and/or the Union as per the grievance procedure and shall be treated in strict confidence by both the Union and the Employer. Where the complaint involves the employee’s immediate supervisor, the grievance may be filed by the aggrieved employee and/or the union at Step 2 of the grievance procedure.
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Sexual Harassment and Personal Harassment. The Employer agrees to implement a policy and procedure to deal with reported occurrences of personal and sexual harassment of Employees. Matters of personal and sexual harassment shall be treated in strict confidence by both the Union and the Employer.
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Sexual Harassment and Personal Harassment. The Board agrees that an employee has the right to work in an environment free of sexual and personal harassment. A claim of sexual or personal harassment shall be considered as a grievance. For the purpose of this Article, personal harassment will be defined as repeated intentional, unconstructive comments or actions which demean, belittle and humiliate a person, and includes threats or acts of direct physical violence. Sexual harassment is defined as: a) inappropriate touching, including touching which is expressed to be unwanted. b) verbal abuse with a sexual connotation or any unwanted sexual remarks; c) compromising invitations; d) demands for sexual favours; or e) sexual assault
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Sexual Harassment and Personal Harassment. The Union and the Board recognize the right of all employees to work in an environment free from sexual and personal harassment. (a) Sexual harassment includes deliberate, repeated and/or unsolicited comments, gestures, or physical contacts with sexual overtones that can be reasonably interpreted to be unwelcome, offensive or objectionable, and to cause discomfort, humiliation or interference with the work performance of the complainant; and threats or reprisals or denial of employment opportunity for refusal to comply with a sexually-oriented request. (b) Personal harassment is defined as behaviour that may embarrass, injure, agitate, upset, or disturb an employee. (c) In the first instance, the complaint shall be investigated by the Secretary Treasurer or the designated senior manager of the Board and the President of the Union, or the President’s designate and treated in strict confidence. Failing resolution by the Secretary Treasurer and the President, the complaint may be grieved under the terms of the Grievance Procedure contained in the Collective Agreement and shall be dealt with at Step 4. (d) No employee shall be subject to reprisal or threat of reprisal as a result of filing a complaint under this clause. It is recognized, however, that false or malicious complaint may damage the reputation or be unjust to other employees and therefore disciplinary action may apply in cases where false or malicious complaints are lodged. (e) Neither the harasser nor the harassee shall be a member of any committee struck to resolve a grievance under this section. (f) Where an employee has been found under clause section (a) or (b) above to have committed sexual or personal harassment, the Board shall institute appropriate disciplinary action. No harassee shall be transferred without the harassee’s consent. No transfer of the harassee shall result in a lesser rate of pay or shorter hours of work and every effort will be made by the Board to transfer the harassee into a comparable position.
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Sexual Harassment and Personal Harassment. The Board acknowledges its obligation to ensure that employees work in an environment free from sexual and personal harassment.
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Related to Sexual Harassment and Personal Harassment

  • 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.

  • 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.

  • 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.

  • 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.

  • 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.

  • 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.

  • Discrimination and Harassment All members of the Appointments Committee shall be supplied with written information about the content and application of relevant federal and provincial legislation, and 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 University 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 Office of Equity and Human Rights Services for assistance.

  • Harassment and Discrimination The parties agree that the process for dealing with harassment for reasons not specifically prohibited by the Ontario Human Rights Code is an appropriate subject matter at Labour Management Committee meetings. BETWEEN: AND: The Employer agrees that employees may be permitted to transfer at the Employer's discretion from one nursing home to another for their own personal convenience and at their own expense, subject to the following conditions:

  • NO DISCRIMINATION/HARASSMENT 4.01 The Employer and the Union agree that there shall be no discrimination, interference, restriction or coercion exercised or practiced with respect to any Employee(s) in the matter of hiring, wage rates, training, upgrading, promotion, transfer, lay- off, recall, discipline, classification, discharge or otherwise by reason of age, race, creed, national origin, religious affiliation, political affiliation, sex, sexual orientation, place of residence, marital status or disability subject to bona fide occupational requirements, family status, colour, ancestry, receipt of public assistance, nor by reason of membership or activity in the Union.

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