SEXUAL HARASSMENT CERTIFICATION Sample Clauses

SEXUAL HARASSMENT CERTIFICATION. Pursuant to State of New York State Finance Law §139-l, by execution of this Agreement, the VENDOR and the individual signing this Agreement on behalf of the VENDOR certifies, under penalty of perjury, that the VENDOR has and has implemented a written policy addressing sexual harassment prevention in the workplace and provides annual sexual harassment prevention training to all of its employees. Such policy shall, at a minimum, meet the requirements of Section 201-g of the State of New York Labor Law. A model policy and training has been created by the New York State Department of Labor and can be found on its website at: xxxxx://xxx.xx.xxx/programs/combating-sexual- harassment-workplace. The COUNTY’s policy against sexual harassment and other unlawful discrimination and harassment in the workplace can be found on the COUNTY’s website at: xxxxx://xxx.xxxxxxxxxxxxxxx.xxx/1137/Human- Resources.
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SEXUAL HARASSMENT CERTIFICATION. Pursuant to State of New York State Finance Law §139-l, by execution of this Agreement, the CONSULTANT and the individual signing this Agreement on behalf of the CONSULTANT certifies, under penalty of perjury, that the CONSULTANT has and has implemented a written policy addressing sexual harassment prevention in the workplace and provides annual sexual harassment prevention training to all of its employees. Such policy shall, at a minimum, meet the requirements of Section 201-g of the State of New York Labor Law. A model policy and training has been created by the New York State Department of Labor and can be found on its website at: xxxxx://xxx.xx.xxx/programs/combating- sexualharassment-workplace. The COUNTY’s policy against sexual harassment and other unlawful discrimination and harassment in the workplace can be found on the COUNTY’s website at: xxxxx://xxx.xxxxxxxxxxxxxxx.xxx/1137/HumanR esources. IN WITNESS THEREOF, the parties hereto have executed this Agreement to be effective as of the date first set forth above. COUNTY OF ORANGE BY: BY: Stefan ("Xxxxxx") X. Xxxxxxx County Executive NAME: TITLE: SCHEDULE A SCOPE OF SERVICES
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Related to SEXUAL HARASSMENT CERTIFICATION

  • 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.

  • 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.

  • 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.

  • 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.

  • 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.

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