Victimisation Sample Clauses

Victimisation. 13.1 Victimisation of an employee on grounds of trade union membership or activity is unlawful (Trade Union and Labour Relations (Consolidation) Xxx 0000 and Employment Relations act 1999) and is not acceptable within this Authority. Any employee who believes that they have been victimised because of their trade union membership or activities may seek to challenge this through the appropriate County Council procedure (e.g., Harassment Complaints Procedure; Grievance Procedure).
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Victimisation a) where a person is subject to, or is threatened to suffer, any detriment or unfair treatment – because that person has or intends to pursue their legal rights under anti-harassment legislation or under BA Member By-Laws
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Victimisation occurs when an employee is treated less favourably because he/she has, in good faith, done a protected act (e.g. made or supported a complaint, or raised a grievance) regarding a protected characteristic.
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Victimisation. 6.1 Victimisation, including but not limited to bullying, fighting, intimidation and any display of racism, or religious intolerance, will not be tolerated. 6.2 The policy towards bullying is merely summarised below. JEC has a zero tolerance policy towards bullying. Hurtful incidents, be it verbal or physical in any nature, will not be tolerated. Xxxxxxx should support each other by reporting all instances of bullying to a staff member or a prefect. Physical harassment shall be defined as any conduct which threatens or xxxxx a person physically, or conduct which causes physical distress. 6.3 No firearms, airguns or any kind of weapon may be brought to school under any circumstances. 6.4 Sexual harassment is unacceptable.
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Victimisation. Occurs when an employee is treated badly because they have made or supported a complaint or raised a grievance under the Equality Act or because they are suspected of doing so. As a public sector organisation, the University will have due regard to the need to: • Eliminate discrimination, harassment, victimisation and any other conduct that is prohibited under the Act; • Advance equality of opportunity between persons who share a protected characteristic and persons who do not share it; • Xxxxxx good relations between persons who share a protected characteristics and those who do not. The University’s Single Equality Scheme and Action Plan supports these commitments and highlights how the University will progress equality and diversity. The Scheme is regularly reviewed and reflects the requirements of the Equality Act. In addition, the University is also updating relevant policies and procedures to ensure they too reflect the requirements of the Act. You can expect that any Northumbria trainee or member of staff placed in your organisation will act in accordance with the University’s policies and procedures and any Equality and Diversity Guidelines of your organisation. All students are subject to Student Regulations and, in addition, all students undertaking an initial teacher training programme are required to sign a code of conduct upon induction. Further information can be accessed here: This webpage will signpost students to a range support, including financial, disability, mental health and well being, as well as chaplaincy services. Disability Rights Commission (DRC) xxxx://xxx.xxx.xxx.xx/ Equal Opportunities Commission (EOC) xxxx://xxx.xxx.xxx.xx/ All ITE programmes adopt the Northumbria University’s Equality and Diversity Statement. The policies and procedures apply to:  the programme trainees  external trainees enrolled on any module in the programme  staff employed by Northumbria University. Lead school and partner school mentors should apply the policies and the statement in respect of the ways they treat the above groups. It is the responsibility of the lead school mentor to ensure that all those who are involved in a trainee’s school based training are aware of, and adhere to the University’s policies. It is accepted that chains of responsibility, in the event of difficulty or complaint, will be followed according to each institution’s policies: Northumbria University policies for the above groups, and the partnership school’s and Local Au...
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Victimisation. 9.1 Victimization, including but not limited to bullying, fighting, intimidation and any display of racism, or religious intolerance, will not be tolerated. 9.2 Sexual harassment is unacceptable.
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Victimisation. Victimisation is defined as treating someone less favourably because of action they have taken under or in connection with legislation for example if someone has made a formal complaint or gives evidence in a third party case.
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Victimisation. If necessary, the School and the Union will put in place measures to protect a student from discrimination or victimisation because s/he submitted a complaint.
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Related to Victimisation

  • Behaviour No obscene or insulting language or disorderly behaviour shall be permitted. This includes any form of entertainment that may be considered lewd or inappropriate for a public place or that may offend or cause embarrassment to others.

  • Technical and Organisational Measures (1) Before the commencement of processing, the Supplier shall document the execution of the necessary Technical and Organisational Measures, set out in advance of the awarding of the Order or Contract, specifically with regard to the detailed execution of the contract, and shall present these documented measures to the Client for inspection. Upon acceptance by the Client, the documented measures become the foundation of the contract. Insofar as the inspection/audit by the Client shows the need for amendments, such amendments shall be implemented by mutual agreement. (2) The Supplier shall establish the security in accordance with Article 28 Paragraph 3 Point c, and Article 32 GDPR in particular in conjunction with Article 5 Paragraph 1, and Paragraph 2 GDPR. The measures to be taken are measures of data security and measures that guarantee a protection level appropriate to the risk concerning confidentiality, integrity, availability and resilience of the systems. The state of the art, implementation costs, the nature, scope and purposes of processing as well as the probability of occurrence and the severity of the risk to the rights and freedoms of natural persons within the meaning of Article 32 Paragraph 1 GDPR must be taken into account. [Details in Appendix 1] (3) The Technical and Organisational Measures are subject to technical progress and further development. In this respect, it is permissible for the Supplier to implement alternative adequate measures. In so doing, the security level of the defined measures must not be reduced. Substantial changes must be documented.

  • Orientation The Employer shall provide planned and paid Orientation Programs of such content and duration as it deems appropriate taking into consideration the needs of the Employer and the Nurses involved. Such Nurses will not be considered part of core staffing during their Orientation Program nor will they be provided with primary assignments.

  • Stabilisation In connection with the distribution of any Notes, any Dealer designated as a Stabilisation Manager in the applicable Final Terms may over-allot or effect transactions which support the market price of the Notes at a level higher than that which might otherwise prevail, but in doing so such Dealer shall act as principal and not as agent of the Issuer. Any stabilisation will be conducted in accordance with all applicable regulations. Any loss resulting from over-allotment and stabilisation shall be borne, and any net profit arising therefrom shall be retained, as against the Issuer, by any Stabilisation Manager for its own account.

  • Violence (a) The parties agree that violence shall be defined as any incident in which an employee is abused, threatened or assaulted while performing his or her work. The parties agree it includes the application of force, threats with or without weapons and severe verbal abuse. The parties agree that such incidents will not be condoned. Any employee who believes he/she has been subjected to such incident shall report this to a supervisor who will make every reasonable effort to rectify the situation. For purposes of sub- article (a) only, employees as referred to herein shall mean all employees of the Employer. (b) The Employer agrees to develop formalized policies and procedures in consultation with the Joint Health and Safety Committee to deal with workplace violence. The policy will address the prevention of violence and the management of violent situations and support to employees who have faced workplace violence. These policies and procedures shall be communicated to all employees. (c) The Employer will report all incidents of violence as defined herein to the Joint Health and Safety Committee for review. (d) The Employer agrees to provide training and information on the prevention of violence to all employees who come into contact with potentially aggressive persons. This training will be done during a new employee’s orientation and updated as required. (e) Subject to appropriate legislation, and with the employee’s consent, the Employer will inform the Union within three (3) days of any employee who has been subjected to violence while performing his/her work. Such information shall be submitted in writing to the Union as soon as practicable.

  • 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.

  • Plagiarism The appropriation of another person's ideas, processes, results, or words without giving appropriate credit.

  • Organisation The statutes, membership, procedures, and other matters relating to the Court of Justice shall be determined by the Assembly in a protocol relating to the Court of Justice.

  • 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 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.

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