Sexual Harassment Prevention. The State of Georgia promotes respect and dignity and does not tolerate sexual harassment in the workplace. The State is committed to providing a workplace and environment free from sexual harassment for its employees and for all persons who interact with state government. All State of Georgia employees are expected and required to interact with all persons including other employees, contractors, and customers in a professional manner that contributes to a respectful work environment free from sexual harassment. Furthermore, the State of Georgia maintains an expectation that its contractors and their employees and subcontractors will interact with entities of the State of Georgia, their customers, and other contractors of the State in a professional manner that contributes to a respectful work environment free from sexual harassment.
(i) If Contractor is an individual who is regularly on State premises or who will regularly interact with State personnel, Contractor certifies that:
(a) Contractor has received, reviewed, and agreed to comply with the State of Georgia’s Statewide Sexual Harassment Prevention Policy located at xxxx://xxxx.xx.xxx/human-resources-administration/board-rules-policy-and- compliance/jointly-issued-statewide-policies/sexual-harassment-prevention-policy;
(b) Contractor has completed sexual harassment prevention training in the last year and will continue to do so on an annual basis; or will complete the Georgia Department of Administrative Services’ sexual harassment prevention training located at this direct link xxxxx://xxx.xxxxxxx.xxx/embed/NjVt0DDnc2s?rel=0 prior to accessing State premises and prior to interacting with State employees; and on an annual basis thereafter; and,
(c) Upon request by the State, Contractor will provide documentation substantiating the completion of sexual harassment training.
(ii) If Contractor has employees and subcontractors that are regularly on State premises or who will regularly interact with State personnel, Contractor certifies that:
(a) Contractor will ensure that such employees and subcontractors have received, reviewed, and agreed to comply with the State of Georgia’s Statewide Sexual Harassment Prevention Policy located at xxxx://xxxx.xx.xxx/human-resources- administration/board-rules-policy-and-compliance/jointly-issued-statewide- policies/sexual-harassment-prevention-policy;
(b) Contractor has provided sexual harassment prevention training in the last year to such employees and subcontract...
Sexual Harassment Prevention. The Company and its Subsidiaries have reasonably investigated all allegations of sexual harassment or similar misconduct involving any of their respective current or former officers, executives or supervisory employees. With respect to each such allegation with potential merit, the Company or its Subsidiaries has taken prompt corrective action that is reasonably calculated to prevent further improper action.
Sexual Harassment Prevention i. Intimacy Coordinators A new subparagraph (5) is added to CBA Section 43, Paragraph D. as follows: Producer will use best efforts to engage an Intimacy Coordinator for scenes involving nudity or sex acts. Producer will also consider in good faith any request by a performer or a performer’s representative to engage an Intimacy Coordinator for other scenes. Producer shall not retaliate against a performer for requesting an Intimacy Coordinator.
ii. Harassment Prevention Policy A new paragraph in Section 61 is added to the CBA, as follows: Producer shall provide employees with a copy of its nondiscrimination and anti-harassment policy, which shall include instructions for reporting violations of the policy. In addition, Producer shall include instructions for reporting violations of the policy (e.g., the Producer’s reporting hotline) on call sheets, as well as on visible signage posted in production areas frequented by employees, when practicable.
Sexual Harassment Prevention. Both Parties acknowledge that they are subject to the Governor’s Executive Order “Preventing Sexual Harassment in the Executive Branch of Government” signed January 14, 2019 and both parties agree to comply with the same.
Sexual Harassment Prevention. (Union Proposal No. 41)
a. Intimacy Coordinators (Union Proposal No. 41.A.)
Sexual Harassment Prevention. In the four years prior to the date of this Agreement, the Company and its Subsidiaries have reasonably investigated all allegations of sexual harassment or similar sexual misconduct involving any of their respective current or former officers or executives. With respect to each such allegation with potential merit, the Company or its Subsidiaries have complied with applicable Law.
Sexual Harassment Prevention. The Sexual Harassment Prevention Activity aims to address persistent problems with harassment of women on matatus. The Activity shall support a consultant firm experienced in paratransit, private transport services, or transport training and capacity building (the “Sexual Harassment Prevention Consultants”). The Sexual Harassment Prevention Consultants aim to assist the Accountable Entity to identify, train, and support a select group of matatu owners and operators to (i) raise awareness, deliver training, and improve standards and practices related to the identification and prevention of sexual harassment in all aspects of matatu service; (ii) develop and promote an easily identifiable certification program for matatu owners and operators that have completed rigorous training and agreed to provide increased safety for women customers; and (iii) implement a functional system of self-regulation for reporting and addressing sexual harassment complaints. It is envisioned that non-governmental organizations that have experience working on sexual harassment issues in Nairobi (collectively, the “Implementers”) shall be engaged to support this Activity. The Accountable Entity shall establish an advisory committee comprised of civil society organizations, Implementers, public sector representatives, and matatu owners to make recommendations on a quarterly basis on design decisions and adaptative strategies for the certification program. Where possible, the training that will be provided under this Activity may seek opportunities to highlight public safety concerns on matatus impacting women, people with disabilities, the elderly, and youth.
Sexual Harassment Prevention. The State of Georgia Sexual Harassment Prevention Policy can be located at xxxx://xxxx.xx.xxx/human-resources-administration/board-rules- policy-and-compliance/jointly-issued-statewide-policies/sexual-harassment-prevention- policy. Pursuant to the State of Georgia’s Statewide Sexual Harassment Prevention Policy (the “Policy”), all contractors, their employees, and their subcontractors who are regularly on State premises or who regularly interact with State personnel must review and agree to comply with the State of Georgia Sexual Harassment Prevention Policy and complete sexual harassment prevention training on an annual basis, which can be located at xxxxx://xxx.xxxxxxx.xxx/embed/NjVt0DDnc2s?rel=0, prior to accessing JIA premises and prior to interacting with JIA employees. Upon request by the JIA, Contractor will provide documentation substantiating the completion of sexual harassment training.
Sexual Harassment Prevention. The State of Georgia promotes respect and dignity and does not tolerate sexual harassment in the workplace. The State is committed to providing a workplace and environment free from sexual harassment for its employees and for all persons who interact with state government. All State of Georgia employees are expected and required to interact with all persons including other employees, contractors, and customers in a professional manner that contributes to a respectful work environment free from sexual harassment. Furthermore, the State of Georgia maintains an expectation that its contractors and their employees and subcontractors will interact with entities of the State of Georgia, their customers, and other contractors of the State in a professional manner that contributes to a respectful work environment free from sexual harassment.
Sexual Harassment Prevention. The University is committed to providing a safe and healthy work environment for its employees, including Registered Nurses, free from acts of sexual harassment and sexual violence, including, but not limited to, sexual assault, relationship violence, stalking. In the event that safety laws and regulations differ from the language of this article, the higher standard shall be in effect.
1. The University prohibits sexual harassment and sexual violence and retaliation against employees based on their report of prohibited behavior and/or participation in an investigation, report, remedial, or disciplinary process provided for in the SVSH Policy. The University shall respond promptly and effectively to reports of prohibited behavior and shall take appropriate action to prevent and correct behavior that violates the law and/or the Sexual Violence and Sexual Harassment (“SVSH”) Policy.
2. Reports of alleged violations of the SVSH Policy may be addressed through the complaint procedure embedded in the policy. These may include interim measures and/or alternate resolutions. Interim measures may include training and education for the Respondent, no-contact remedies, and/or changes in work location, work schedule, unit, department, or position for which the Nurse is qualified provided that, in the case of the Complainant, the change is voluntary and equitable. Alternate resolutions may include mediation, separating the parties, providing for safety, or education and training. A complete list with definitions of prohibited behavior, retaliation, interim measure and alternate resolution can be found in the University of California Sexual Violence and Sexual Harassment Policy.
3. The University will endeavor to protect Nurses from sexual harassment and sexual violence in the following ways:
a. Make available to all Nurses copies of the University Sexual Violence and Sexual Harassment Policy.
b. Provide training to all employees regarding the SVSH Policy.
c. Consider suggestions from the PPC as to what modifications should be made in improving the SVSH Policy, local SVSH procedures, and/or training content.
d. Provide Nurses with person(s) to whom they can report sexual violence or sexual harassment who are outside their supervisory reporting structure.
