SEXUAL HARRASSMENT. CONTRACTOR shall have policy procedures in place to immediately (within 24 hours) report any allegations of conduct that may constitute sexual harassment as per federal and state law. This reporting must include appropriate governmental, social service, and law enforcement agencies as well as the LEA. CONTRACTOR shall ensure that an immediate and comprehensive investigation is commenced and shall keep the LEA fully informed of the progress and result of such investigation. CONTRACTOR further agrees to provide annual training to all employees regarding regulations concerning sexual harassment and related procedures.
SEXUAL HARRASSMENT. (a) The Professional Institute and the Council recognize the right of employees to work in an environment free from sexual harassment and agree that sexual harassment will not be tolerated in the work place.
(b) Any level in the grievance procedure shall be waived if a person hearing the grievance is the subject of the complaint.
(c) By mutual agreement, the parties may use a mediator in an attempt to settle a grievance dealing with sexual harassment. The selection of the mediator will be by mutual agreement.
(d) Upon request by the complainant(s) and/or the respondent(s), an official copy of the investigation report shall be provided to them by the Council subject to the Access to Information and Privacy Act.
SEXUAL HARRASSMENT. 12.01 The Union and the Employer recognize the right of employees to work in an environment free from sexual harassment. Sexual Harassment means any contact, comment, gesture or contact of a sexual nature:
(a) that is like to cause offense or humiliation to any employee; or
(b) that might, on reasonable grounds, be perceived by that employee as placing a condition of a sexual nature on employment or on any opportunity for training or promotion.
12.02 The Employer shall develop and distribute policies for the prevention of harassment in the workplace. The Health and Safety Committee may make recommendations to the Employer on the development of these policies.
12.03 Grievances concerning the application or interpretation of this article shall go directly to the final level of the grievance procedure.
12.04 Processing and mediation of harassment and discrimination complaints:
(a) Step 1 – Informal problem solving should be undertaken if appropriate and not already attempted.
(b) Step 2 – Complaints. If the employee feels that the informal procedure has not resolved the alleged problem, the employee may file a complaint with the appropriate Employer representative within twenty-five (25) working days from the end of the informal procedure. By mutual agreement, the parties may use a mediator in an attempt to settle a grievance dealing with sexual harassment. The selection of the mediator will be by mutual agreement. In the event mediation does not resolve the complaint, the Alliance shall have the right to pursue grievance arbitration, pursuant to Article 27, Grievance Procedure, Step 3.
SEXUAL HARRASSMENT. 28.1 The employer condemns any behaviour which may be deemed to be sexual harassment under the Sex Discrimination Act 1984 (Cth). The employee agree to comply with the employer’s Sexual Harrassment Policy as communicated to the employees from time to time. Without limiting the generality of the employer’s Sexual Harrassment Policy, an employee will not sexually harass the employer, another employee or customer and the employer will takes all reasonable steps to protect the employee from sexual harassment in the workplace.
28.2 Any dispute concerning this provision will be dealt with according to the employer’s Sexual Harrassment Policy and the Dispute Resolution provision in Clause 26 of this Agreement.
SEXUAL HARRASSMENT. 6.3.1 The parties to this Agreement recognise that failing to prevent sexual harassment occurring in the workplace is a discriminatory work practice.
6.3.2 Sexual harassment is defined as unwelcome activity of a sexual nature. Such activity may include sexual propositions, touching, sexual innuendo, sexually explicit conversations, rude jokes, nude pin-ups and posters and the like.
6.3.3 The Company will ensure that all employees are provided with an environment that is free from sexual harassment and shall establish and publicise policies and procedures, including grievance procedures, for handling complaints of sexual harassment. Such policy and practice shall be developed by the Company in consultation with the employees.
SEXUAL HARRASSMENT. A. The Employer, the Union and the employees agree that an employee or applicant for employment shall not be the subject of sexual harassment. The Fair Employment and Housing regulations define sexual harassment as unwanted sexual advances, or visual, verbal or physical contact of a sexual nature when such conduct is made explicitly or implicitly a term or condition of employment, is used as a basis of employment decisions, or has the effect of interfering with work performance or creating an otherwise offensive working environment.
B. Employees who feel they have been discriminated against on the basis of sex or sexuality or in any other manner harassed should immediately report such incidents following the procedure described below without fear of reprisal. Confidentiality will be maintained to the extent permitted by the circumstances.
C. Complaints of sexual harassment of any type should be reported to the employee’s immediate supervisor and/or the Human Resources Director. In the event the complaint is against the supervisor, the employee should contact the Human Resources Director.
SEXUAL HARRASSMENT. Language:76 NOTE: These locals have unique language. Therefore, they are named here. Local 4588: Local 2938:
SEXUAL HARRASSMENT. Section 1 Sexual harassment is a form of workplace misconduct which undermines the integrity of the employment relationship. All employees must be allowed to work in an environment free from unsolicited and unwelcome sexual overtures. Sexual harassment debilitates morale and interferes in the work productivity of its victims and co-workers. It requires immediate and sensitive action by those to whom the problem is made known.
Section 2 Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:
A. Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment; or
B. Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or
X. Xxxx conduct has the effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile or offensive working environment.
Section 3 Each facility required to submit affirmative employment plans will include as part of that plan an outline of reasonable action for the prevention of sexual harassment. A copy of the plan will be reasonably available and accessible for review by employees.
Section 4 An employee may grieve an incident of sexual harassment or file a complaint of discrimination, regardless of whether the incident results in the loss of an economic or employment benefit.
SEXUAL HARRASSMENT. The Employer and Union will support a workplace free of sexual harassment.
SEXUAL HARRASSMENT. The Employer/University Administration and the Union recognize and agree that no bargaining unit member shall be subjected to sexual harassment. The parties further take the position that sexual harassment is an illegal practice which should not be condoned. The University and the Union agree that sexual harassment is a serious matter, which, if substantiated, demands severe punishment, up to and including termination consistent with Article 8.
