Harassment Prevention Policy Sample Clauses

Harassment Prevention Policy. The Company shall develop and implement a harassment prevention policy as required by The Workplace Safety and Health Act of Manitoba and its regulations.
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Harassment Prevention Policy. During the life of this Agreement, the Employer agrees not to remove the provision in the Harassment Prevention Policy relating to the grievance procedure.
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Harassment Prevention Policy. The Company has developed a Workplace Violence and Harassment Policy, and Internal Response system in Compliance with the Ministries requirements. The Workplace Violence and Harassment Policy is posted and available to all employees. The Policy will be reviewed and updated accordingly by the Joint Occupational Health and Safety Committee.
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Harassment Prevention Policy. (Union Proposal No. 11.A.) Add a new Section 61 to the General Provisions of the Codified Basic Agreement (and make conforming changes to add a new Section 84 to the Television Agreement) to provide as follows:
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Harassment Prevention Policy. (18) The Company and the Union agree that every employee of the Company has a right to equal treatment with respect to employment without discrimination because of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, gender identity, gender expression, age, record of offences, marital status, family status or disability as defined by the Ontario Human Rights Code, as amended from time to time. The Company and the Union agree that every employee has a right to freedom from harassment in the workplace because of sex, sexual orientation, gender identity or gender expression by the Company or agent of the Company or by another employee. The Company and the Union agree that every employee has the right to work in an environment, free from discrimination, bullying and harassment including sexual harassment based on the above stated prohibited grounds. Action contravening this policy will constitute grounds for corrective actions. Every employee, Union or Company representative, is entitled to fair treatment in the workplace and shall not discriminate against any person as per the Ontario Human Rights Code, as amended from time to time. The Company and Union both agree to adhere and uphold the "Discrimination & Harassment Prevention Policy" set by Fairmont Hotels & Resorts. Both parties shall ensure that all employees occupying a scheduled position shall adhere to and be governed by said policy. The Company shall ensure that employees occupying excepted positions adhere to and are governed by said policy. Any amendments to said policy shall be supplied to the Local Chairperson. The Company shall provide a copy of the Fairmont Hotels & Resorts "Discrimination & Harassment Prevention Policy" in effect to all employees.
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Harassment Prevention Policy. (99) Both parties signatory to the Collective Agreement agree to adhere and uphold the “Harassment Prevention Policy” set by Fairmont Hotels & Resorts. Both parties shall ensure that all employees occupying a scheduled position shall adhere to and be governed by said policy. The Company shall ensure that employees occupying excepted positions adhere to and are governed by said policy. Any amendments to said policy shall be supplied to the Local Chairperson. An employee will be allowed to have Union representation at the time of filing his complaint with the Company. between Fairmont Château Laurier & C.A.W. - Local 4270
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Related to Harassment Prevention Policy

  • Harassment Prevention 38.1 Employees should refer in the first instance to the provisions and procedures specified in the employer’s Harassment Policy. The employee’s attention is also drawn to clause 39 Resolution of Employment Relationship Problems. Harassment can take many forms, including sexual harassment, bullying, racial harassment, violence, and other forms of intimidating behaviour.

  • Harassment Policy It is the policy of CUPE as an Employer to ensure that the working environment is conducive to the performance of work and is such that employees are not hindered from carrying out their responsibilities. The Employer considers harassment in the work force to be a totally unacceptable form of intimidation and will not tolerate its occurrence. The Employer will ensure that victims of harassment are able to register complaints without reprisal. Harassment is a form of discrimination and includes personal harassment. Harassment shall be defined as any improper behaviour by a person which is offensive to any employee and which that person knows or ought reasonably to have known would be inappropriate or unwelcome. It comprises objectionable conduct, comment or display made on either a one-time or continuous basis that demeans, belittles or causes personal humiliation or embarrassment to an employee. The parties to this Agreement will work together to ensure that all employees, and CUPE members understand their personal responsibility to promote a harassment-free working environment. Appendix “U”, herein below shall be followed respecting matters referred to directly herein.

  • Anti-­‐Abuse Policy i. Registry Operator’s Anti-­‐Abuse Policy will be required under the Registry Registrar Agreement and posted on the Registry Operator’s web site.

  • Non-Discrimination Policy State-Federal Law

  • Competition Policy 1. The Parties recognize the importance of cooperation and technical assistance between their national competition authorities, including inter alia, the exchange of information and experiences, and the improvement of technical capacities in order to reinforce their competition policies. 2. In this sense, cooperation shall be conducted in accordance with their respective domestic laws and through their national competition authorities, who may sign a cooperation agreement.

  • 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.

  • SPAM POLICY You are strictly prohibited from using the Website or any of the Company's Services for illegal spam activities, including gathering email addresses and personal information from others or sending any mass commercial emails.

  • Retention Policy City shall retain ten percent (10%) of the amount due for Required Services detailed on each invoice (the “holdback amount”). Upon City review and determination of Project Completion, the holdback amount will be issued to Consultant.

  • Harassment Complaint Procedures In the case of a complaint of either personal or sexual harassment, the following shall apply:

  • Termination Policy (A) MCHCP may terminate a public entity for any of the following reasons:

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