Sexual Harassment, Harassment Sample Clauses

Sexual Harassment, Harassment. 44.1 Saint Mary's University wishes to maintain an equitable environment for work and study on campus. Therefore it does not condone sexual harassment/harassment and it actively seeks to prevent sexual harassment/harassment of its students and employees. 44.2 It is the responsibility of all members of the University Community to contribute to a safe environment free from sexual harassment/harassment. The definitions and procedures of the University Policy on the Prevention and Resolution of Harassment and Discrimination are intended to contribute to the reduction of sexual harassment/harassment, and to the expeditious investigation and resolution of complaints of sexual harassment/harassment, with fairness to all concerned, and are applicable to all members of the bargaining unit. The University and Union endorse the definition of sexual harassment/harassment and the procedures for dealing with sexual harassment/harassment as set forth in the policy. 44.3 The Union Local's representative(s) on the Conflict Resolution Advisory Committee and/or an employee who is required to participate in a sexual harassment/harassment case shall be given time off without loss of pay.
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Sexual Harassment, Harassment. Employees will not be subject to sexual harassment, harassment, verbal abuse or physical abuse. Sexual harassment shall be defined as unwelcome sexual advances, requests for sexual favors and generally suggestive comments or conduct. Complaints of harassment, verbal abuse or physical abuse may be filed by either the employee(s) or the Union and shall be accepted by the Affirmative Action Officer. The University agrees to fully investigate all complaints of sexual harassment, harassment, verbal abuse or physical abuse and to take corrective action when appropriate. Grievances under this section may be filed at the appropriate level of the grievance procedure so that people involved in the complaint will not be required to hear the grievance. A Union representative may be present at the grievance meeting. When an employee alleges verbal and/or physical abuse, by a student or visitor, the University will investigate and take appropriate action.
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Sexual Harassment, Harassment. Grievances of this type are covered by Title IX of the Federal Education Amendments of 1972. The University has a policy in process for dealing with such claims which conforms to federal law and process.
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Sexual Harassment, Harassment. DISCRIMINATION/ BULLYING 44.1 Saint Mary's University is committed to a healthy, safe and supportive workplace and is committed to provide a work environment that values diversity and treats all persons with respect and dignity. The University is committed to a workplace free from the following:
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Sexual Harassment, Harassment. 35:01 The parties agree that no harassment contrary to The Human Rights Code of Manitoba will be tolerated in the workplace, or in connection
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Sexual Harassment, Harassment. 10.1 Claims of harassment, including sexual harassment, against a member of a protected class, are subject to investigation and sanctions as noted in Article IX. Complaints of other kinds of harassment, verbal abuse or physical abuse, may be filed by either the employee(s) or the union, are subject to the grievance procedure so that people involved in the complaint will not be required to hear the grievance. A Union representative may be present at the grievance meeting. Grievances of this type are covered by Title IX of the Federal Education Amendments of 1972. The University has a policy in process for dealing with such claims which conforms to federal law and process.
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Related to Sexual Harassment, Harassment

  • 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.

  • 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 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.

  • 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.

  • 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.

  • 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.

  • 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 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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