Workplace and Sexual Harassment Sample Clauses

Workplace and Sexual Harassment. The Union and Employer support the right of individuals to a work environment free from harassment on the grounds of sex, ethnic origin, colour, religion, position, marital or family status, age, or disability. As such, conduct which can be construed as workplace and/or sexual harassment will not be condoned and may result in loss of employment. It is important to recognize that harassment is a serious violation of one’s human rights and, where harassment is found to have occurred, may have a major impact on the life and career of both the victim and the violator. Consequently it is important that the rights of all parties to the situation are protected and that the matter is investigated in a confidential manner. Harassment is considered to have occurred if a person ought to have known the behaviour was unwelcome and offensive. If you believe, or are concerned that you are the target of workplace or sexual harassment you are to tell the harasser very clearly what specific behaviour you do not welcome. This will allow the alleged harasser an opportunity to respond to your concerns and to understand your concerns. This will also allow an opportunity to clarify whether there are any misconceptions about the unwelcome behaviour. You will need to document the events, complete with times, dates, locations, witnesses and details. Should you be uncomfortable with this first step, or the unwelcome behaviour continues, then you are to consult the Centre’s Harassment Policy contained in the “Human Resources” manual. Sexual Harassment is: Sexual harassment may include, but is not necessarily limited to: 1. Any physical or verbal abuse including derogatory remark, innuendos or taunts aimed at your sex. 2. Sexual advances, requests for sexual favours or other verbal or physical conduct of a sexual nature, when this conduct either places an explicit or implicit condition on placement/employment decisions or unreasonably interferes with or creates an offensive work environment.
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Workplace and Sexual Harassment. Cases of alleged harassment because of position, race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, record of offenses, marital or family status, and disability, will be considered as discrimination and shall be eligible to be processed as grievances under the grievance procedure.
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Workplace and Sexual Harassment. Sunbeam Residential Development Centre and CAW are committed to providing a harassment-free workplace. Harassment is defined as single or repeated incidents involving vexatious words or actions that is known or ought reasonably be known to be unwelcome, and in relation to one of the prohibited grounds, as stated in the Ontario Human Rights Code. Particularly when these words or actions deny individual dignity and respect on the basis of such grounds as gender, disability, race, colour, sexual orientation, or other prohibited grounds. The workplace is defined as all areas of the facility, and includes areas such as offices, resident areas, grounds, rest rooms, cafeteria, locker, staff room, conference rooms and parking lots. Harassment may take many forms: verbal, physical or visual. It may involve a threat or an implied threat or be perceived as a condition of employment. The following examples could be considered as harassment, but are not meant to cover all potential incidents: • verbal abuse (name calling, insults, slurs, jokes or innuendoes) on any prohibited ground • insulting actions directed at an individual’s protected attributes (rude gestures, physical intimidation or assault, vandalism, practical jokes) • refusal to associate or work with an individual because of their age, race, colour, creed or any other protected attribute • sexist jokes • unwelcome sexual flirtations, advances, proposals • unwanted physical conduct such as touching, patting, pinching • backlash or retaliation for the lodging of a complaint or participation in an investigation Such comments or conduct includes that of or directed to a resident’s family, and/or friends, or others present in the workplace. Harassment is in no way to be construed as properly discharged supervisory responsibilities including the delegation of work assignments or the assessment of discipline. If an employee believes she has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that should be taken to put a stop to it: • request a stop to the unwanted behaviour; • inform the individual(s) that is harassing or discriminating against you that the behaviour is unwanted or unwelcome; • document the events, complete with times, dates, locations, witnesses and details; • report the incident in writing to your immediate Supervisor with a copy to your Union Xxxxxxx or Committee Person. However it is understood that some victims of dis...
Sample 1
Workplace and Sexual Harassment. The Employer and the Union agree that there shall be no discrimination exercised or practiced with respect to any employee in the matter of hiring, assigning wage rate, training, up-grading, promotion, transfer, lay-off, recall, discipline, classification, discharge, or any other action by reason of age, race, creed, colour, ancestry, place of origin, ethnic origin, citizenship, sexual orientation, sex, marital or parental status, family status, disability or any other protected ground under the Ontario Human Rights Code, nor by reason of his membership or activity in the Union. The Employer and the Union are committed to a work environment which is free from discrimination, harassment and/or workplace violence as defined by the Ontario Human Rights Code, the Occupational Health and Safety Act and any other applicable legislation.
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Workplace and Sexual Harassment. The Employer and the Union agree that there shall be no discrimination exercised or practiced with respect to any employee in the matter of hiring, assigning wage rate, training, up-grading, promotion, transfer, lay-off, recall, discipline, classification,
Sample 1
Workplace and Sexual Harassment. The Union and Employer support the right of individuals to a work environment free from harassment on the grounds of sex, ethnic origin, colour, religion, position, marital or family status, age, or disability. As such, conduct which can be construed as workplace and/or sexual harassment will not be condoned and may result in loss of employment. It is important to recognize that harassment is a serious violation of one’s human rights is found to have occurred, may have a impact on the life and career of both the victim and the violator. Consequently it is important that the rights of all parties to the situation are protected and that the matter in investigated in a confidential manner. Harassment is considered to have occurred if a person ought to have known the behaviour was unwelcome and offensive. If you believe, or are concerned, that you are the target of workplace or sexual harassment you are to tell the harasser very clearly what specific behaviour you do not welcome. This will allow the alleged harasser an opportunity to respond to your concerns and to understand your This will also allow an opportunity to clarify whether there are any misconceptions about the unwelcome behaviour. Should you be uncomfortable with this first step, or unwelcome behaviour continues, then you are to consult the Centre’s Harassment Policy contained in the “Administrative“manual.
Sample 1
Workplace and Sexual Harassment. 37.01 The parties agree that the Harassment Policy Code 1.2.2 shall apply to all employees in the bargaining unit. (See Appendix D) 37.02 Bargaining Unit employees who choose to file a complaint under the harassment policy shall be entitled to use the grievance procedure if they wish.
Sample 1
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Workplace and Sexual Harassment. The Union and Employer support the right of individuals to a work environment free harassment on the grounds of sex, ethnic origin, colour, religion, position, marital or family status, age, or disability. As such, conduct which can be construed as workplace sexual harassment will not be condoned and may result in loss of employment.
Sample 1

Related to Workplace and Sexual Harassment

  • 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.

  • 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.

  • Workplace Violence (a) It is recognized that at certain worksites or in certain work situations employees may be at risk of physical violence or verbal abuse from clients, persons in care or custody, or the public. (b) Where such potential exists: (1) employees at those worksites or in those work situations shall receive training in the recognition and management of such incidents; (2) physical and procedural measures for the protection of employees, applicable to those worksites or work situations, shall be implemented. (c) The Permanent Occupational Health and Safety Committee shall be consulted regarding the curriculum of training and the applicable physical and procedural measures referred to in (b) above. (d) The Permanent Joint Occupational Health and Safety Committee shall jointly develop a new or approve an existing training package on risk assessment. (e) Employees shall be informed concerning the potential for physical violence or verbal abuse from clients, a student, instructors or other members of the public, subject to statutory limitation. (f) Immediate critical incident stress debriefing and post traumatic counselling shall be made available for employees who have suffered as a result of violence. Leave required to attend such debriefing or counselling sessions will be without loss of pay.

  • 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.

  • 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.

  • Workplace The Employee shall be required to perform work at or any other site of work for the Employer.

  • Employee Orientation Each and every person working for a contractor, including sub- contractors, will be given an orientation to familiarize them with the site safety program. Unless otherwise specified, each sub-contractor is responsible for the orientation of their workers.

  • WORKPLACE BEHAVIOR ‌ 3.1 The Employer and the Union agree that all employees should work in an environment that fosters mutual respect and professionalism. The parties agree that inappropriate behavior in the workplace does not promote a college’s/district’s business, employee well-being, or productivity. All employees are responsible for contributing to such an environment and are expected to treat others with courtesy and respect. 3.2 Inappropriate workplace behavior by employees, supervisors and/or managers will not be tolerated. If an employee and/or the employee’s union representative believes the employee has been subjected to inappropriate workplace behavior, the employee and/or the employee’s representative is encouraged to report this behavior to the employee’s supervisor, a manager in the employee’s chain of command and/or the Human Resources Office. An employee or the employee’s representative should identify complaints as inappropriate workplace behavior. The Employer will investigate the reported behavior and take appropriate action as necessary. The employee and/or union representative will be notified upon conclusion of the investigation. Upon request, the Employer will provide the employee and the union representative with a copy of the investigation report. 3.3 Retaliation against employees who make a workplace behavior complaint will not be tolerated. 3.4 Supervisors, managers and Human Resource Office staff will be trained on Article 3, Workplace Behavior. The Employer and the Union agree to prepare and make available online a 15-minute joint training online presentation on workplace behavior for all employees covered by this CBA and their supervisors, managers and Human Resources staff. 3.5 Grievances related to this Article may be processed through Step 3 of the Grievance Procedure.

  • Sexual and Personal Harassment The Employer shall provide and the Union and Employees shall support a workplace free from personal or sexual harassment and any other harassment based on the protected characteristics set out in Article 2.

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