Sexual Harassment in the Workplace Sample Clauses

Sexual Harassment in the Workplace. (a) The Union and the Employer recognize the right of employees to work in an environment free from sexual harassment.
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Sexual Harassment in the Workplace. 7-2.01 Sexual harassment in the workplace comprises sexual advances without the consent of the employee or imposed on her. The employee is entitled to a workplace free of sexual harassment. To that end, the Employer and the Union shall take reasonable steps to create a workplace free of sexual harassment and with a view to stop any sexual harassment brought to their attention.
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Sexual Harassment in the Workplace. ‌ The Union and the Employer recognize the right of employees to work in an environment free from sexual harassment, and shall take such actions as are necessary respecting an employee engaging in sexual harassment in the workplace. Sexual harassment shall be defined as any unwelcome sexual comment, look, suggestion or physical contact that creates an uncomfortable working or learning environment for the recipient, made by a person who knows or ought to know it is unwelcome. Sexual harassment may include a single sexual advance made by a person in authority over the recipient or implies a threat; and may include a reprisal made after a sexual advance is rejected.
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Sexual Harassment in the Workplace. (a) Sexual harassment violates the fundamental rights, dignity and integrity of the individual. School District #81 Fort Xxxxxx in cooperation with the BCGEU is committed to providing a work environment free from sexual harassment for all employees.
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Sexual Harassment in the Workplace. The parties recognize the right of all employees to work in an environment free from sexual harassment.
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Sexual Harassment in the Workplace. ‌ This matter shall be negotiated and agreed upon at the local or regional level in accordance with the Act respecting the process of negotiation of the collective agreements in the public and parapublic sectors (CQLR, chapter R-8.2). Since February 1, 2006, the text of this article as referred to in Appendix 18 of the agreement shall constitute the text agreed upon by the board and the union as long as it is not modified, repealed or replaced. CHAPTER 2-0.00 FIELD OF APPLICATION, RECOGNITION AND PRIORITY OF EMPLOYMENT FOR TEMPORARY EMPLOYEES‌ 2-1.00 FIELD OF APPLICATION‌ 2-1.01 The agreement applies to all the employees within the meaning of the Labour Code who are covered by the certificate of accreditation, subject to the following partial applications:
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Related to Sexual Harassment in the Workplace

  • Harassment in the Workplace The Union and the Employer recognize the right of employees to work in an environment free from personal and sexual harassment ("Harassment"), and the Employer shall take such actions as are necessary respecting an employee engaging in harassment in the workplace.

  • 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.

  • 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.

  • 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.

  • 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 The Employee shall be required to perform work at or any other site of work for the Employer.

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