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.
Harassment Policy. The Employer agrees to provide and promote a harassment free working environment. It is understood and agreed, that the exercising of normal Management rights shall not be considered as job harassment.
Harassment Policy. It is the City’s intent and purpose to provide all officials, employees, applicants and contractors with an environment that is free from any form of harassment, discrimination or retaliation. Employees shall refer to the City Policy against Harassment, Discrimination and Retaliation which is available on the City’s Intranet website.
Harassment Policy. The Company shall maintain in effect (i) a code of conduct governing appropriate workplace behavior and (ii) an anti-harassment and discrimination policy prohibiting discrimination and harassment at the Company, and any changes to such policy shall require the prior approval of the Board of Directors.
Harassment Policy. The Company shall, within 60 days following the Closing, adopt and thereafter maintain in effect (i) a Code of Conduct governing appropriate workplace behavior and (ii) an Anti-Harassment and Discrimination Policy prohibiting discrimination and harassment at the Company. Such policy shall be reviewed and approved by the Board of Directors.
Harassment Policy. 19.01 The Union and the Employer agree to abide by the Ontario Human Rights Code.
Harassment Policy. The Association will have an up-to-date Harassment Policy, which will be reviewed periodically and posted as per Occupational Health and Safety rules.
Harassment Policy. The Suring Public School District has established a policy designed to create a learning environment free of bullying, harassment, intimidation and menacing. Any student who believes he or she has been subjected to instances of harassment can report the matter to the Principal, Guidance Counselor, or any adult employee. Measures will be taken to provide a safe, positive, productive, and nurturing educational environment for all of our students. Harassment includes, but is not limited to, any act which subjects an individual or group to unwanted, abusive behavior of a nonverbal, verbal, written or physical nature on the basis of age, race, religion, color, national origin, marital status, disability, sexual orientation, physical characteristic, cultural background, socioeconomic status, or geographic location. A copy of the harassment report is at the back of the handbook. Bullying is defined as a person willfully and repeatedly exercising power or control over another with hostile or malicious intent (i.e., repeated oppression, physical or psychological, of a less powerful individual by a more powerful individual or group). Bullying can be physical, verbal, electronically transmitted, psychological (e.g. emotional abuse), through attacks on the property of another, or a combination of any of these. Intimidation includes, but is not limited to, any threat or act intended to tamper, substantially damage, or interfere with another’s property, cause substantial inconvenience, subject another to offensive physical contact, or inflict serious physical injury on the basis of race, color, religion, national origin, or sexual orientation. Menacing includes, but is not limited to, any act intended to place a school employee, student, or third party in fear of imminent serious physical injury. Copies of this policy are available from the District and Student Offices. HONORS PASS PROGRAM The Purpose of Suring High School’s Honor Pass program is to: provide an increased level of responsibility for junior and senior students in the use of their own free time at school. improve student behavior increase student respect for general school rules and regulations encourage academic performance The Operational Guidelines of Suring High School’s Honor Pass program are:
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 workforce 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.
