Sexual Harassment Defined Sample Clauses

Sexual Harassment Defined. Unwelcome sexual advances, requests for sexual favors and other verbal or physical contact of a sexual nature constitute sexual harassment when:
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Sexual Harassment Defined. Sexual harassment shall be defined as any conduct, comment, gesture or contact that might reasonably be perceived as placing a sexually related condition on employment; or any persistent conduct, comment, gesture or contact that is likely to cause offence, embarrassment or humiliation to any employee.
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Sexual Harassment Defined a. Sexual harassment occurs when a person is subject to unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature to such an extent that it alters the conditions of the person's employment and creates an abusive or hostile working environment. b. Sexual harassment may include touching, feeling, groping and/or repeated unpleasant, degrading and/or sexist remarks directed toward an employee, implying that employment status, promotion or favorable treatment depends upon the employee's assent. Pornography displayed in the workplace or emailed to coworkers may also constitute sexual harassment.
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Sexual Harassment Defined. Unwelcome sexual advances, request for sexual favors, and other verbal or physical conduct of a sexual nature constitutes sexual harassment when (1) submission to such conduct is made either explicitly a term or condition of an individual’s employment (2) submission to or rejection of such conduct by an employee is used as a basis for employment decisions affecting the individual, or (3) such conduct has the purpose or effect of interfacing with an individual’s work performance or creating an intimidating, hostile or offensive work environment. Any employee who sexually harasses another employee, either male or female, shall be subject to appropriate disciplinary action. (1) An employee may follow the grievance policy set forth in the previous regulations or the employee may complain to the City Clerk. Complaints made directly to the City Clerk will be taken to the Mayor for appropriate investigation and action. Any such complaints not satisfactorily adjudicated through this process shall then be presented to the Board of Aldermen for appropriate investigation and action.
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Sexual Harassment Defined. For the purposes of this policy, sexual harassment includes the following behaviors: verbal sexual abuse; disseminating obscene or sexually explicit material, whether in the form of music, written lyrics, pornographic pictures or other literature, or having such material in one’s possession in the school, on school grounds, or at school-sponsored activities; obscene or sexually explicit graffiti anywhere in the school or on the school/grounds; continuing unwanted written or oral communication directed to another of a sexual nature; spreading sexual rumors/innuendoes; obscene clothing or accessories; touching oneself sexually publicly; obscene and/or sexually explicit gestures; and any other inappropriate behavior of a sexually explicit or obscene nature that demeans or offends others. The above list is not all-inclusive but is intended to provide guidance as to what may constitute sexual harassment. Isolated incidents are not sufficient to constitute harassment and will be handled according to the student behavior code. Allegations of sexual harassment (as defined above) are to be reported to the teacher and the Principal. Parents of both the offender and the victim will be informed of the allegations. The matter is to be kept confidential by all parties involved, and every effort will be made to protect the alleged victim from retaliation. The parents of both the offender and the victim are obligated to cooperate in remedying the situation. If the allegations are substantiated, disciplinary actions will be taken. These will depend on the nature, frequency, and severity of the action, the ages of the offender and victim, the history of similar actions by this individual, and the circumstances in which the harassment occurred. Disciplinary action based on the school code will follow according to the judgment of the Principal. This may warrant suspension and/or expulsion. Sexual violence is handled separately because of its potential criminal nature. If an incident of sexual violence occurs, the Principal, Pastor, or other school authority is required under state law to report the incident (GA. Code Section 19-7-5) that sexual abuse or violence has occurred involving a child less than eighteen years of age. The Archdiocesan Office of Catholic Schools will be contacted immediately in these situations. Generally, sexual harassment is considered sexual violence when: the recipient is physically touched without his/her consent in a sexual manner; is expressly th...
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Sexual Harassment Defined. Sexual harassment can include all of the above actions, as well as other unwelcome conduct, such as unwelcome or unsolicited sexual advances, requests for sexual favors, conversations regarding sexual activities and other verbal or physical conduct of a sexual nature.
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Sexual Harassment Defined. Sexual harassment is a form of discrimination and includes, but is not limited to, unwelcome sexual advances, requests for sexual favors and other verbal, visual or physical conduct of a sexual nature when: 1. Submission to such conduct is made either explicitly or implicitly a term or condition of a person’s employment or educational development; 2. Submission to or rejection of such conduct by an individual is used as the basis for employment or educational decisions affecting such individual; or 3. Such conduct has the purpose or effect of unreasonably interfering with or having a negative impact on the individual’s work or educational performance or creating an intimidating, hostile or offensive working or educational environment. 4. Submission to or rejection of the conduct by the individual is used as the basis for any decision affecting the individual regarding benefits and services, honors, programs, opportunities or activities available at or through the school.
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Sexual Harassment Defined. Sexual harassment consists of unwelcome sexual advances, requests for sexual favors, sexually motivated physical conduct or communication or other verbal or physical conduct or communication of a sexual nature when: • Submission to that conduct or communication is made a term or condition, either explicitly or implicitly, of obtaining or retaining employment, or of obtaining an education; or • Submission to or rejection of that conduct or communication by an individual is used as a factor in decisions affecting that individual’s employment or education; or • That conduct or communication has the purpose or effect of substantially or unreasonably interfering with an individual’s employment or education, or creating an intimidating, hostile or offensive employment or education environment. Any action or conduct as defined above when directed at any student or employee, or by any student or employee, will be treated as sexual harassment under this policy. • Verbal harassment or abuse • Subtle pressure for sexual activity • Inappropriate patting or pinching • Intentional brushing against a student’s or an employee’s body • Demanding sexual favors accompanied by implied or overt threats concerning an individual’s employment or educational status • Demanding sexual favors accompanied by implied or overt promises of preferential treatment with regard to an individual’s employment or educational status • Any sexually motivated unwelcome touching • Dating one’s student
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Sexual Harassment Defined. Sexual harassment includes any unwelcome advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature, which is made as the basis for employment decision, or which creates an intimidating, hostile, or offensive work environment. Xxxxxxx will notify all employees of their rights related to sexual harassment. Xxxxxxx shall be responsible for investigating all allegations of unlawful harassment and is responsible for taking all appropriate measures to ensure that employees are not sexually harassed at work. Xxxxxxx shall provide sexual harassment training to new employees and current employees in accordance with state law. Employees with questions regarding this Section should contact Human Resources.
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Related to Sexual Harassment Defined

  • 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.

  • 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.

  • 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.

  • 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 It is the policy of CUPE as an Employer to ensure that the working environment is conducive to the performance of work and is such that employees are not hindered from carrying out their responsibilities. The Employer considers harassment in the work force to be a totally unacceptable form of intimidation and will not tolerate its occurrence. The Employer will ensure that victims of harassment are able to register complaints without reprisal. Harassment is a form of discrimination and includes personal harassment. Harassment shall be defined as any improper behaviour by a person which is offensive to any employee and which that person knows or ought reasonably to have known would be inappropriate or unwelcome. It comprises objectionable conduct, comment or display made on either a one-time or continuous basis that demeans, belittles or causes personal humiliation or embarrassment to an employee. The parties to this Agreement will work together to ensure that all employees, and CUPE members understand their personal responsibility to promote a harassment-free working environment. Appendix “U”, herein below shall be followed respecting matters referred to directly herein.

  • No Illegal Harassment Violation of the City’s harassment policy, which is incorporated by reference and available from the Human Resource Division, by the Contractor, its officers, employees, agents, vendors, consultants, subcontractors and anyone from whom it is legally liable, while performing or failing to perform Contractor’s duties under this Contract shall be considered a material breach of contract.

  • 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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