Third-party harassment definition

Third-party harassment means unwelcome behavior involving
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Third-party harassment means unwelcome behavior involving any of the protected categories referred to in the policy below that is not directed at an individual but exists in the workplace and interferes with an individual’s ability to do his or her job.
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Third-party harassment means any actual or alleged:
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Examples of Third-party harassment in a sentence

  • Anyone covered by this sexual harassment policy has the right to file a complaint against a third party, in accordance with the MFJ Policy Against Third Party Harassment, who does not work for or volunteer at MFJ, including when the harassment occurs outside the workplace, provided that the covered person is performing work-related activity.


More Definitions of Third-party harassment

Third-party harassment means; sexual harassment including any unwelcome sexual advances, requests for sexual favors or other verbal or physical conduct of a sexual nature against a Third Party, or other harassment which creates an environment that is hostile, intimidating or offensive to a Third Party;
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Third-party harassment means a scenario wherein sexual harassment occurs as a result of an act by any third party or an outsider, who is not an employee or a student of SBV, but a visitor to SBV in some other capacity or for some other purpose or reason.
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Third-party harassment means harassing or discriminatory conduct that is observed by an individual who is not the target of the behavior but is affected by the offensive conduct.
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Third-party harassment which means unlawful verbal, physical or electronic conduct by one or more Employees which creates a hostile business environment that interferes with the Third Party’s ability to conduct business with an Insured or perform the Third Party’s job functions in conjunction with the Named Insured’s business operations.
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Related to Third-party harassment

  • Harassment means engaging in a course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome". ref: Ontario Human Rights Code, Sec. 10 (1)

  • Sexual harassment means conduct on the basis of sex that satisfies one or more of the following:

  • Workplace Harassment means engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome”. Ref: Occupational Health and Safety Act, Sec. 1 (1). The employee rights set out above shall be interpreted within the context of the Ontario Human Rights Code. An employee who believes that she has been harassed, contrary to this provision shall be encouraged by both parties to follow the Employer’s policy on harassment and process. Failing resolution, an employee may follow the process set out in the Complaint, Grievance and Arbitration procedure in Article 8 of the Collective Agreement. The employee shall be encouraged by both parties to exhaust these processes prior to filing a complaint with the Ontario Human Rights Commission.

  • Retaliation means any form of intimidation, reprisal or harassment directed against a student who reports bullying, provides information during an investigation, or witnesses or has reliable information about bullying.

  • Third Party IP means the Intellectual Property Rights of any third party that is not a party to this Contract, and that is not a Subcontractor.

  • Harassment, intimidation, or bullying means any gesture, any written, verbal or physical act, or any electronic communication, as defined in N.J.S.A. 18A:37-14, whether it be a single incident or a series of incidents that:

  • Third Party Contractor as used in the Student Data Protection Act and “Operator” as used in COPPA. De-Identified Information (DII): De-Identification refers to the process by which the Contractor removes or obscures any Personally Identifiable Information (“PII”) from Education Records in a way that removes or minimizes the risk of disclosure of the identity of the individual and information about them.

  • Sexual orientation means actual or perceived heterosexuality, homosexuality or bisexuality.

  • Discrimination means discrimination against any student by a student or students and/or employee or employees on school property or at a school function including, but not limited to, discrimination based on a person’s actual or perceived race, color, weight, national origin, ethnic group, religion, religious practice, disability, sexual orientation, gender or sex.