Vandalism and Harassment Sample Clauses

Vandalism and Harassment. Vandalism and harassment will result in cancellation or user privileges. Vandalism is defined as any malicious attempt to harm, modify, and destroy any components of the machines, destroy data of another user, Internet, or other network that area connect4ed to the District Internet backbone. This includes, but is not limited to, the introduction of viruses. Harassment is defined as the persistent annoyance of another use, or the interference of another use’s work. Harassment includes, but is not limited to, the sending of unwanted mail.
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Vandalism and Harassment. Vandalism is defined as any malicious attempt to harm, modify, or destroy data of another user, the internet or other networks that are connected to the internet. This includes, but is not limited to, the uploading or creating of computer viruses. Harassment is defined as the persistent annoyance of another user or the interference of another user’s work. Vandalism and harassment will result in cancellation of user privileges and possible disciplinary action.
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Vandalism and Harassment. Vandalism is defined as any malicious attempt to harm, modify, and/or destroy data of another user, Internet, or other networks. This includes, but is not limited to, contamination, deletion, uploading or creating of computer viruses or reconfiguration of data or degradation of performance in any way. Harassment is defined as the persistent annoyance of another user, or the interface of another user’s work. This include, but is not limited to, sending of unwanted e-mail. Vandalism and harassment will result in cancellation of privileges and/or criminal prosecution. • Cyberbullying Cyberbullying includes the transmission of harassing communications, direct threats, or other harmful texts, sounds, or images on the Internet, social media, or other technologies using a telephone, computer, or any wireless communication device. Xxxxxxxxxxxxx also includes breaking into another person's electronic account and assuming that person's identity in order to damage that person's reputation.
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Vandalism and Harassment. Vandalism or harassment may result in the cancellation of privileges. Vandalism is defined as any attempt to hmm or destroy hardware, data of another user, the Internet or network that are connected to the Cuyahoga Falls City Schools. This includes, but is not limited to, the uploading or creation of computer viruses. Harassment is defined as persistent annoyance of another user, or the interference of another user's work. Harassment includes, but is not limited to, the sending of unwanted mail. Vandalism or harassment is also subject to disciplinary consequences in accord with the Cuyahoga Falls City School District Code of Conduct.
Sample 1
Vandalism and Harassment will result in cancellation of privileges and possible legal action. Vandalism is defined as any malicious attempt to harm school equipment or destroy data of another user or other networks that are connected to the internet. This includes, but is not limited to, the uploading or creation of computer viruses. Harassment is defined as the persistent annoyance of another user or the interference in another’s work. This includes, but is not limited to, the sending of unwanted mail, text messages or through social media postings.
Sample 1
Vandalism and Harassment. Vandalism and harassment when utilizing the Internet will result in cancellation of user privileges. This includes, but is not limited to, the uploading or creation of computer viruses and the attempt to destroy, harm or modify data of another user. Student users must always get permission from their teachers or facilitators before using the network or accessing any specific file or application not expressly authorized within the online course content. Student users must also follow written and oral classroom instructions.
Sample 1
Vandalism and Harassment. Vandalism or harassment may result in the cancellation of privileges. Vandalism is defined as any attempt to harm or destroy hardware, data of another user, the Internet or network that are connected to the Toronto City Schools. This includes, but is not limited to, the uploading or creation of computer viruses. Harassment is defined as persistent annoyance of another user, or the interference of another user’s work. Harassment includes, but is not limited to, the sending of unwanted mail. Vandalism or harassment is also subject to disciplinary consequences in accord with the Toronto City School District Code of Conduct.
Sample 1
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Vandalism and Harassment. Vandalism and harassment will result in cancellation of user privileges.
Sample 1
Vandalism and Harassment. Vandalism is defined as any malicious attempt to harm, modify, and/or destroy data of another user, Internet, or other networks. This includes, but is not limited to, contamination, deletion, uploading or creating of computer viruses or reconfiguration of data or degradation of performance in any way. Harassment is defined as the persistent annoyance of another user, or the interface of another user’s work. This include, but is not limited to, sending of unwanted e-mail. Vandalism and harassment will result in cancellation of privileges and/or criminal prosecution.  Cyberbullying Cyberbullying includes the transmission of harassing communications, direct threats, or other harmful texts, sounds, or images on the Internet, social media, or other technologies using a telephone, computer, or any wireless communication device. Xxxxxxxxxxxxx also includes breaking into another person's electronic account and assuming that person's identity in order to damage that person's reputation.  Disclaimer Thermalito Union School District will not be responsible for any damages you may incur as a result of using the computers within the school. This includes the loss of data, an interruption of services, or reliance on the accuracy of information accessed through the system. Use of any information obtained via the Internet is at the user's own risk. Thermalito Union School District accepts no financial obligations arising from unauthorized use of the system for the purchase of products or services. Users will indemnify the district against any damage that is caused by the user's inappropriate use of the system.  Privacy Electronic mail (e-mail) is not guaranteed to be private. All users should be aware that routine monitoring and maintenance of the system may lead to discovery that the user has violated the law or a district rule. Additionally, an individualized search may be conducted if there is reasonable suspicion that a user has violated the law or a rule.  Security If you feel you can identify a security problem within the network, you must notify the site administrator. Do not demonstrate the problem to others. Attempts to log on as a system administrator may result in cancellation of user privileges. Any user identified a security risk or having a history of problems with other computer systems may be denied access to Thermalito Union School District network services.  Student Photos From time to time photographs or video footage of students may be used by the...
Sample 1

Related to Vandalism and Harassment

  • 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.

  • 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.

  • Bullying and Harassment Neither DFMC nor you will engage in behaviour that is, or may be reasonably considered to be, intimidating, bullying or harassing or commit any act or behaviour which is offensive or abusive in connection with this Contract. If you are in breach of this clause, DFMC may suspend the collection of your milk for a period of 5 days or until such time as DFMC determines (acting reasonably) that the behaviour has been rectified.

  • Vandalism Vandalism will result in cancellation of privileges. Vandalism is defined as any malicious attempt to harm or destroy data of another user, Internet, or any of the above listed agencies or other networks that are connected to any of the Internet backbones. This includes, but not limited to, the uploading or creation of computer viruses.

  • 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.

  • Vandalism Or Malicious Mischief This peril does not include loss to property on the "residence premises", and any ensuing loss caused by any intentional and wrongful act com- mitted in the course of the vandalism or malicious mischief, if the dwelling has been vacant for more than 60 consecutive days immediately before the loss. A dwelling being constructed is not consid- ered vacant.

  • 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.

  • 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.

  • 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.

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