SEXUAL AND OTHER UNLAWFUL HARASSMENT Sample Clauses

SEXUAL AND OTHER UNLAWFUL HARASSMENT. Employing Broker and Brokerage Firm are committed to providing a work environment that is free of discrimination and unlawful harassment. Actions, words, jokes, or comments based on an individual's sex, race, ethnicity, age, religion, or any other legally protected characteristic will not be tolerated. As an example, unwanted sexual advances (both overt and subtle) is a form of misconduct that is demeaning to another person, undermines the integrity of the employment or other relationship, and is strictly prohibited. “Harassment” means words or conduct which unreasonably interferes with an individual’s work performance, or otherwise creates an intimidating, hostile or offensive working environment. Any Licensee, employee of a Licensee, or employee of Brokerage Firm, who wants to report an incident of sexual or other unlawful harassment from another Licensee, another employee of a Licensee, another employee of Brokerage Firm, or from a client of Brokerage Firm should promptly report the matter to the Employing Broker who will handle the matter in a timely and confidential manner. Among other things, the Employing Broker will investigate the report as necessary, on a case-by-case basis. If the Employing Broker is unavailable or the reporting individual believes it would be inappropriate to contact that person, the reporting individual should immediately contact the Managing Broker, if Broker has designated a Managing Broker other than the Employing Broker, or Broker’s general counsel in lieu thereof, who will investigate the matter in the same fashion as prescribed for the Employing Broker above. Reporting individuals can raise concerns and make reports without fear of reprisal. The report does not have to be in writing. It is helpful if details of dates, times, places and witnesses, if any, to the harassment can be provided. Sexual harassment does not include occasional compliments, unless the recipient of the compliments has requested that the giver of the compliments not make such compliments. It is not contrary to the policy of Brokerage Firm for persons employed or affiliated with Brokerage Firm to date, except in circumstances where one of such persons report directly or indirectly to the other such person. No dating is permitted in such circumstances. The Employing Broker will, however, consider requests from affected persons to transfer them to other open positions with Brokerage Firm for which they are qualified so that such persons are not in the s...
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SEXUAL AND OTHER UNLAWFUL HARASSMENT. Employing Broker and 9
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SEXUAL AND OTHER UNLAWFUL HARASSMENT. A fundamental policy of THE CABOOSE RESTAURANTS is that the workplace is for work. Our goal is to provide a workplace free from tensions involving matters which do not relate to the business. In particular, an atmosphere of tension created by non-work related conduct, including ethnic, racial, sexual or religious remarks, national origin, disability, animosity, unwelcome sexual advances or request for sexual favors or other such conduct does not belong in our workplace. Harassment of employees or of applicants by other employees, by those of the opposite or same sex, is prohibited. Harassment includes, without limitation, verbal harassment (epithets, derogatory statements, slurs), physical harassment (assault, physical interference with normal work or involvement), visual harassment (posters, cartoons, drawings), and innuendo. Sexual harassment is a violation of State and Federal law. It includes unwelcome sexual advances, request for sexual favors, sexually motivated physical contact and other verbal or physical conduct, or visual forms of harassment of a sexual nature when submission to such conduct is either explicitly or implicitly made a term or condition of employment or is used as the basis for employment decisions or when such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive work environment. Attendance, Tardiness and Absenteeism To maintain a productive work environment, THE CABOOSE RESTAURANTS expect employees to be reliable and to be punctual in reporting for work. Front of the house employees are required to arrive 15 minutes before a scheduled shift. Absenteeism and tardiness place a burden on other employees and on THE CABOOSE RESTAURANTS. In the rare instances when employees cannot avoid being late to work or are unable to work as scheduled, they should notify their supervisor as soon as possible in advance of the anticipated tardiness or absence. Missed shifts and excessive tardiness will not be tolerated. Employees are responsible for knowing their schedules, covering their shifts properly, and being on time. It is your responsibility to cover all scheduled shifts that you can not work. If you do not call or cover your shift, it will be assumed that you have terminated your employment. All schedule changes must be written on a Schedule Change Form and approved by a Manager. Employees will be paid for any time they are required to be on work...
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SEXUAL AND OTHER UNLAWFUL HARASSMENT. The Agency recognizes that all Residential Counselors have the right to work in an environment free from all forms of discrimination and harassment, including, but not limited to, harassment based on race, color, religious creed, national origin, ancestry, sexual orientation, gender identity and physical or mental disabilities, size and genetics. Harassment and discrimination create an intimidating, hostile and offensive work environment and will not be tolerated. Such behavior may result in disciplinary action up to and including termination. Definition of Sexual Harassment: Sexual harassment is a form of misconduct that undermines the integrity of the employment relationship. Sexual harassment is defined as unwelcome advances (either verbal or physical), requests for favors and other verbal or physical conduct of a sexual nature, when:
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SEXUAL AND OTHER UNLAWFUL HARASSMENT. Employing Broker and Brokerage Firm are committed to providing a work environment that is free of 9
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SEXUAL AND OTHER UNLAWFUL HARASSMENT. 34.01 The Company and the Union agree jointly to develop a Company Policy on Matters relating to discrimination, sexual and personal harassment in the work place for Bargaining Unit Employees. It is further agreed that conditions and procedures developed as a result of this policy will be governed by Canadian Human Rights Code. See Field Aviation Company inc. Eastern Divisions Company Policy Manual ‐ Sexual and Other Unlawful Harassment, Section 701
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SEXUAL AND OTHER UNLAWFUL HARASSMENT. A. The purpose of this Article is to state clearly and unequivocally that the University and the Union will not tolerate sexual and other forms of unlawful harassment. In addition, false accusations of such harassment will also not be tolerated.
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SEXUAL AND OTHER UNLAWFUL HARASSMENT. The RPA is committed to providing a work environment that is free of discrimination and other non-work-related tension caused by prohibited harassment. To that end, it has created a universal anti-harassment policy (“Reno Philharmonic Anti- Harassment Policy”, or “RPA Anti-Harassment Policy”) that applies equally to everyone associated with the RPA, including but not limited to employees, contractors, volunteers (including Board members and Chorus members), youth program participants and their parent/guardians or other family members attending youth program activities.
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SEXUAL AND OTHER UNLAWFUL HARASSMENT 
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  • Non-Discrimination and Other Requirements A. Section 504 applies only to Contractor who are providing services to members of the public. Contractor shall comply with § 504 of the Rehabilitation Act of 1973, which provides that no otherwise qualified handicapped individual shall, solely by reason of a disability, be excluded from the participation in, be denied the benefits of, or be subjected to discrimination in the performance of this Agreement.

  • Parental leave and other entitlements An employee may in lieu of or in conjunction with parental leave, access any annual leave or long service leave entitlements which they have accrued subject to the total amount of leave not exceeding 52 weeks.

  • CONFLICT OF INTEREST AND OTHER RULES OR REGULATIONS 6.1 Prior to executing the Agreement, Employee shall make a declaration to Manitoba as to actual or potential conflict of interest as required by the Conflict of Interest Guidelines, policies and legislation of Manitoba.

  • Payment of Employment Taxes and Other Expenses Should City, in its discretion, or a relevant taxing authority such as the Internal Revenue Service or the State Employment Development Division, or both, determine that Contractor is an employee for purposes of collection of any employment taxes, the amounts payable under this Agreement shall be reduced by amounts equal to both the employee and employer portions of the tax due (and offsetting any credits for amounts already paid by Contractor which can be applied against this liability). City shall then forward those amounts to the relevant taxing authority. Should a relevant taxing authority determine a liability for past services performed by Contractor for City, upon notification of such fact by City, Contractor shall promptly remit such amount due or arrange with City to have the amount due withheld from future payments to Contractor under this Agreement (again, offsetting any amounts already paid by Contractor which can be applied as a credit against such liability). A determination of employment status pursuant to the preceding two paragraphs shall be solely for the purposes of the particular tax in question, and for all other purposes of this Agreement, Contractor shall not be considered an employee of City. Notwithstanding the foregoing, Contractor agrees to indemnify and save harmless City and its officers, agents and employees from, and, if requested, shall defend them against any and all claims, losses, costs, damages, and expenses, including attorneys’ fees, arising from this section.

  • LEGISLATIVE ACTS AND OTHER INSTRUMENTS Subject: Agreement between the European Union and the Republic of Colombia on the short stay visa waiver 12094/15 DGD 1 RD/DOS/vm EN AGREEMENT BETWEEN THE EUROPEAN UNION AND THE REPUBLIC OF COLOMBIA ON THE SHORT-STAY VISA WAIVER THE EUROPEAN UNION, hereinafter referred to as “the Union” or “the EU”, and THE REPUBLIC OF COLOMBIA, hereinafter referred to as “Colombia”, hereinafter referred to jointly as the “Contracting Parties”, WITH A VIEW TO further developing friendly relations between the Contracting Parties and desiring to facilitate travel by ensuring visa-free entry and short stay for their citizens, HAVING REGARD to Regulation (EU) No 509/2014 of the European Parliament and of the Council of 15 May 2014 amending Council Regulation (EC) No 539/2001 listing the third countries whose nationals must be in possession of visas when crossing the external borders and those whose nationals are exempt from that requirement1 by, inter alia, transferring 19 third countries, including Colombia, to the list of third countries whose nationals are exempt from the visa requirement for short stays in the Member States, BEARING IN MIND that Article 1 of Regulation (EU) No 509/2014 states that for those 19 countries, the exemption from the visa requirement shall apply from the date of entry into force of an agreement on visa exemption to be concluded with the Union, DESIRING to safeguard the principle of equal treatment of all EU citizens, 1 OJEU L 149, 20.5.2014, p. 67. TAKING INTO ACCOUNT that persons travelling for the purpose of carrying out a paid activity during their short stay are not covered by this Agreement and therefore for that category the relevant rules of Union law and national law of the Member States and the national law of Colombia on the visa obligation or exemption and on the access to employment continue to apply, TAKING INTO ACCOUNT the Protocol on the position of the United Kingdom and Ireland in respect of the area of freedom, security and justice and the Protocol on the Schengen acquis integrated into the framework of the European Union, annexed to the Treaty on European Union and the Treaty on the Functioning of the European Union, and confirming that the provisions of this Agreement do not apply to the United Kingdom and Ireland, HAVE AGREED AS FOLLOWS:

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