Violence and Harassment Sample Clauses

Violence and Harassment. Violence, harassment, public intoxication, profanity, or abusive language directed at anyone will not be tolerated. Any Boater, Visitor, Guest, family or others who cause or threaten harm to the person or property of anyone else will besubject to immediate removal from the Resort.
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Violence and Harassment. It is understood and known that there either is or will be policies in place relative to violence and harassment in the workplace, and if there are any questions or issues related thereto, that the "Physical Security and Personal Safety Policy" of Otter Tail County should be consulted.
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Violence and Harassment. I understand that violent behavior, sexual harassment, or other conduct disruptive to studies or offensive to the host culture may result in involuntary withdrawal. _____initials
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Violence and Harassment. Tenant’s Rights and Responsibilities You, or anyone staying in or visiting your home, must not assault, abuse or threaten any person in or visiting your home or the locality of your home. You or anyone staying in or visiting your home must not use or threaten domestic violence. This includes physical, sexual or psychological violence against or abuse of the tenant or any member of the tenant’s household. Such behaviour may result in the Council taking action to evict you from your home. This action can be taken even in the absence of a conviction. You, or anyone staying in or visiting your home must not assault, threaten or abuse any Council staff, agents or persons sent by the Council. You, or anyone staying in or visiting your home must not harass any other person on the grounds of race, gender, sexual orientation, religious belief or disability or for any other reason. Harassment means interfering with the peace or comfort of any person. Examples of harassment include: Clause 66 67 68 69 Clause 60 61 62 63 64 65 threats or acts of violence to other people; aggressive gestures; verbal abuse, such as name- calling and making false complaints. This is not a complete list. Please contact the Council if you are not sure about what behaviour causes nuisance and annoyance.
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Violence and Harassment. 3.01 The Company and the Union recognize the right of employees to work in a harassment free environment, and to be treated with respect in the workplace. The Company and the Union agree that all employees deserve a workplace that is productive and promotes both the dignity and self-esteem of all employees. The Company is committed to provide, and the Union is committed to promote, a respectful, supportive, healthy, safe, accessible and inclusive work environment for all employees. All employees are entitled to work in an environment free from violence, harassment, intimidation, and other disruptive behaviour.
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Violence and Harassment. Violence and harassment consist of words, gestures, and actions that result in or are intended to result in physical or emotional hurt, fear, or injury. This could include threats of injury, bullying, assault, possession and/or use of a weapon, and theft or vandalism of property. Students are encouraged to report concerns about potential acts of violence or harassment to a teacher or administrator.
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Related to Violence and 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.

  • Discrimination and Harassment 7.13 All members of the Appointments Committee shall be given access to information about the content and application of relevant federal and provincial legislation, ad 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 Chief 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 Human Rights Office for assistance.

  • 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.

  • 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.

  • 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.

  • 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 Violence Prevention and Crisis Response (applicable to any Party and any subcontractors and sub-grantees whose employees or other service providers deliver social or mental health services directly to individual recipients of such services): Party shall establish a written workplace violence prevention and crisis response policy meeting the requirements of Act 109 (2016), 33 VSA §8201(b), for the benefit of employees delivering direct social or mental health services. Party shall, in preparing its policy, consult with the guidelines promulgated by the U.S. Occupational Safety and Health Administration for Preventing Workplace Violence for Healthcare and Social Services Workers, as those guidelines may from time to time be amended. Party, through its violence protection and crisis response committee, shall evaluate the efficacy of its policy, and update the policy as appropriate, at least annually. The policy and any written evaluations thereof shall be provided to employees delivering direct social or mental health services. Party will ensure that any subcontractor and sub-grantee who hires employees (or contracts with service providers) who deliver social or mental health services directly to individual recipients of such services, complies with all requirements of this Section.

  • DISCRIMINATION / HARASSMENT 22.01 The parties agree to comply with their obligations under the Ontario Human Rights Code.

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