Sexual/Racial Harassment Sample Clauses

Sexual/Racial Harassment. Harassment is defined as "a course of action, comment or conduct that is known or ought reasonably to be known to be unwelcome.” Management and employees cannot harass another employee because of his/her race, sex, ancestry, place of origin, colour, ethnic origin, citizenship, creed, age, record of offenses, marital status, sexual orientation, family status or handicap. Harassment includes comments or actions that result in, or cause humiliation to another person. Sexual harassment includes unwelcome sexual remarks or gestures, physical contact, leering, sexist jokes causing embarrassment, display of sexually offensive material, unwelcome advances and reprisals because an employee has refused a sexual proposition. If faced by any form of harassment, the employee
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Sexual/Racial Harassment. The Company and Union recognize an employee’s right to a working environment which is free of harassment on the grounds of race, sex and sexual orientation. For the purposes of this Agreement, “harassment” means any conduct, comment or gesture of racial or sexual nature or connotation which is: - unwanted or may reasonably be considered as unwanted; and - offensive, humiliating, abusive, threatening, repetitive or which has adverse effects on an individual’s employment. Complaints and/or grievances involving allegations of sexual or racial harassment will be handled with all possible confidentiality. No reprisal shall be made against an employee because they filed a complaint of harassment except where a false charge has been made with malicious intent.
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Sexual/Racial Harassment. The Employer and the Union agree that no form of sexual/racial harassment shall be condoned in the workplace and it is further agreed that both parties will work together in recognizing and dealing with such problems should they arise. Situations involving sexual/racial harassment shall to the extent possible be treated in strict confidence by both the Employer and the Union.
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Sexual/Racial Harassment. Any employee who engages in any form of conduct or activity (sexual/racial harassment) which violates Section 703 of Title VII, shall be subject to disciplinary action up to and including discharge, as the College in its sole discretion shall deem appropriate including selective discipline where all participants cannot be discharged and all leaders, participants and instigators cannot be identified. An employee who believes the disciplinary action by the College concerning him or her was not justified shall have recourse to the appropriate grievance procedure including arbitration.
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Sexual/Racial Harassment. The Employer does not condone racial or sexual harassment in the workplace. Where an employee feels that he or she has been subject to racial or sexual harassment on the job, the employee or the employee and the Shop Xxxxxxx shall file a complaint with the Employer. The Employer will investigate the complaint thoroughly and in a timely manner. (This does not preclude the Union from investigating the matter or assisting in the investigation.) If the Employer determines that harassment has occurred it will take the necessary steps to remedy the situation. While the parties hope to address these situations internally nothing in this clause prevents an employee from filing a complaint with the Human Rights Council.
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Sexual/Racial Harassment. 12.2.1 The parties to this agreement acknowledge that sexual/racial harassment in the workplace is totally unacceptable. Sexual/Racial harassment complaints will be taken seriously, investigated and appropriate action taken. Sexual or racial harassment is considered very serious and employees found guilty will have their employment terminated.
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Sexual/Racial Harassment. 28.1 The employer has a policy of equal employment opportunity, which requires a high standard of conduct in the workplace and the parties to this agreement acknowledge that sexual/racial harassment in the workplace is totally unacceptable.
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Sexual/Racial Harassment. Sexual/Racial harassment of one employee by another is cause for disciplinary action including the possibility of immediate discharge. Sexual harassment is defined as including but not limited to unwelcome sexual advances, requests for sexual favors, and other verbal, or physical conduct of a sexual nature, when such conduct has the purpose or effect of affecting employment decisions concerning an individual, or unreasonably interfering with an individual's work performance, or creating an intimidating and hostile working environment.
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Related to Sexual/Racial Harassment

  • 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.

  • Harassment Sexual Harassment a. All employees have the right to work without personal harassment or sexual harassment.

  • 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 (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.

  • Harassment & Discrimination The local parties will determine the appropriate means of promoting an effective and meaningful way of addressing discrimination and harassment issues, which may include, but is not limited to the following: • Reviewing the hospital’s harassment policy and making joint recommendations to the Chief Nursing Officer; • Promoting a harassment free workplace where there is ‘zero tolerance’; • Ensuring that all employees are familiar with the employer’s harassment policy by identifying educational opportunities, including the orientation period for new employees; • Identifying supports and solutions to assist employees to deal with harassment and discrimination issues (i.e. Employee assistance Programs, staff supports); • Development of processes to address the accommodations/ modified work needs for nurses; • Development of assertiveness training programs.

  • 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.

  • 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.

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