Sexual Harassment and Discrimination Sample Clauses

Sexual Harassment and Discrimination. 15.01 The Union and the Employer recognize the right of employees to work in an environment free from sexual harassment. Therefore, the Union and the Employer agree to co-operate in resolving any complaints of sexual harassment which may arise in the work place.
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Sexual Harassment and Discrimination. ‌ The Union and the Employer recognize the right of employees to work in an environment free from sexual harassment and discrimination. An employee allegedly being harassed and/or discriminated shall register the complaint in writing to the Manager either directly or through the Union. The Manager shall deal with the complaint with all possible confidentiality. The Manager shall investigate the allegation in an expeditious manner and, if substantiated, take action appropriate to the offence. Where a party is not satisfied with this action or the complaint is not resolved, a grievance may be submitted at Step 2 of the grievance procedure. Where the allegation was presented through the Union, the Employer shall notify the Union within five (5) days of completing the investigation, whether or not the allegation was substantiated, and indicate what action, if any, was taken. The parties agree that substantiated cases of sexual harassment or discrimination shall be cause for discipline, up to and including dismissal. Allegations of sexual harassment or discrimination which are found to be in bad faith shall be cause for discipline, up to and including dismissal.
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Sexual Harassment and Discrimination. 13 10.4.1 The District and the Association agree that sexual harassment negatively affects morale,
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Sexual Harassment and Discrimination. The Union and the Employer recognize the right of employees to work in an environment free from sexual harassment and discrimination. An employee allegedly being harassed and/or discriminated shall register the complaint in writing to the Manager either directly or through the Union. The Manager shall deal with the complaint with all possible confidentiality. The Manager shall investigate the allegation in an expeditious manner and, if substantiated, take action appropriate to the offence. Where a party is not satisfied with this action or the complaint is not resolved, a grievance may be submitted at Step 2 of the grievance procedure. Where the allegation was presented through the Union, the Employer shall notify the Union within five
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Sexual Harassment and Discrimination. 23.1 The Employer has a policy on sexual harassment and discrimination and the Employee is required to comply with the provisions of the policy from time to time as advised by the Employer.
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Sexual Harassment and Discrimination. 10.1 We have a policy of providing equal opportunity in employment. This policy is reflected in all of our practices including the offering of employment, terms and conditions of employment, and in opportunities for promotion, transfer, training and other benefits associated with employment. No employee will be dismissed or subjected to any other negative impact on discriminatory grounds.
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Related to Sexual Harassment and Discrimination

  • Harassment and Discrimination (a) "Every person who is an employee has a right to freedom from harassment in the workplace by the employer or agent of the employer or by another employee because of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, age, record of offences, marital status, family status, gender identity, gender expression, or disability". ref: Ontario Human Rights Code, Sec. 5 (2) and 10 (1).

  • Harassment Sexual Harassment a. All employees have the right to work without personal harassment or sexual harassment.

  • 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.

  • Harassment & Discrimination The local parties will determine the appropriate means of promoting an effective and meaningful way of addressing discrimination and harassment issues, which may include, but is not limited to the following: • Reviewing the hospital’s harassment policy and making joint recommendations to the Chief Nursing Officer; • Promoting a harassment free workplace where there is ‘zero tolerance’; • Ensuring that all employees are familiar with the employer’s harassment policy by identifying educational opportunities, including the orientation period for new employees; • Identifying supports and solutions to assist employees to deal with harassment and discrimination issues (i.e. Employee assistance Programs, staff supports); • Development of processes to address the accommodations/ modified work needs for nurses; • Development of assertiveness training programs.

  • ANTI DISCRIMINATION AND ANTI HARASSMENT Contractor and/or any subcontractor shall not unlawfully discriminate against or harass any individual including, but not limited to, any employee or volunteer of the County of Marin based on race, color, religion, nationality, sex, sexual orientation, age or condition of disability. Contractor and/or any subcontractor understands and agrees that Contractor and/or any subcontractor is bound by and will comply with the anti discrimination and anti harassment mandates of all Federal, State and local statutes, regulations and ordinances including, but not limited to, County of Marin Personnel Management Regulation (PMR) 21.

  • NON-DISCRIMINATION/HARASSMENT 3.01 Both the Company and the Union are committed to providing a workplace free of discrimination and harassment. Employees must not engage in discrimination or harassment because of prohibited ground contrary to the Ontario Human Rights Code (the “Code”). Prohibited grounds are race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, record of offenses, marital status, family status or handicap, as defined in the Code. This provision shall be interpreted in accordance with and subject to the provisions of the Code. Employees shall not be discriminated against on the basis of union affiliation.

  • 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.

  • Personal Harassment (a) The Employer and the Union recognize the right of employees to work in an environment free from personal harassment and agree that employees who engage in personal harassment may be disciplined.

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

  • Discrimination and Harassment 3.01 The Company shall not discriminate against an employee because of membership in the Union or because of activities authorized herein on behalf of the Union.

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