Anti-Harassment. It is the understanding of the parties, that there shall be no harassment by any person, management or Union employee, whether or not it is sexual in nature or any other form.
Anti-Harassment. 4.8.1 It is the responsibility of the Authority to ensure that the workplace is free of harassment as defined in the Authority’s Non-Discrimination & Harassment Policy #HR570 and Workplace Violence & Harassment Prevention Policy #HR 565, as amended from time to time, or as provided for under any applicable legislation. Employees who believe they have been the subject of harassment as defined above may file a complaint under the Authority’s policies, or a grievance alleging violation of this Article. It is understood that the Authority will promptly initiate an investigation pursuant to the complaint and in accordance with its policy.
Anti-Harassment. This contract is subject to the provisions of the Department of Administrative Services’ Anti-Harassment Policy (“Policy”) and, as such, the contract may be cancelled, terminated, or suspended by the State in the event that the contractor, its employees, contractors, subcontractors, consultants, subconsultants, or vendors engage in behavior prohibited by the provisions of the Policy (a copy of the Policy is available on the DAS website). The contractor agrees to include a copy of the Policy, and the requirement to prevent behavior as defined in such Policy, in all contracts with its contractors, subcontractors, consultants, subconsultants, and vendors.
Anti-Harassment. Union and management agree that anti-harassment procedures will be in accordance with the most current Forest Service policy (FSM 1765 – Anti-Harassment).
Anti-Harassment. The Employer will establish anti-harassment policies that are compliant with state and federal law. These policies shall include a complaint procedure, including non-retaliation and confidentiality policies. Such policies shall be made readily available to employees in the employee handbook, and shall be updated as needed or as required by law.
Anti-Harassment. The following does not limit access to rights or provisions under The Saskatchewan Employment Act or The Saskatchewan Human Rights Code.
Anti-Harassment. The Employer recognizes that all Employees have the right to work in an environment free from all forms of discrimination and harassment, including, but not limited to, harassment based on sex, sexual orientation, race, religion, national origin, disability or age. Harassment, bullying and discrimination create an intimidating, hostile and offensive work environment that will not be tolerated. Such behavior may result in disciplinary action up to and including termination.
Anti-Harassment. 11.01 The Employer and the Union recognize the right of employees and brokers to work in an environment free from harassment, including sexual and racial harassment and the Employer undertakes to discipline any person employed by the Employer engaging in the harassment of another employee or broker. As such, all bargaining unit members, management and Union Representatives are expected to treat all persons with courtesy and consideration and must not engage in discrimination or harassment under a prohibited ground contrary to the Canadian Human Rights Act.
Anti-Harassment. The Company shall provide a professional work environment for all bargaining unit employees in which sexual, racial, gender-based and other types of harassment shall be strictly prohibited. Accordingly, the Company shall continue to enforce all of the terms set forth in the Vox Media Employee Handbook (last updated January 2, 2019) pertaining to such prohibitions (including, but not limited to, “Anti-Harassment,” “Anti-Harassment Training,” “Investigation Process,” and “No Retaliation”) (collectively, the “Anti-Harassment Handbook Terms”), and such terms shall be incorporated by reference herein. The Union shall be notified in advance of any material changes to the Anti-Harassment Handbook Terms during the term of this Agreement. Any changes to the Anti-Harassment Handbook Terms shall be incorporated by reference herein. Additionally, the following terms shall be applicable to all bargaining unit employees:
Anti-Harassment. An environment of mutual respect for the rights and dignity of others must prevail if the Farmington Schools are to fulfill their educational purposes. Staff and Board of Education Members are encouraged to form, hold, and express their own beliefs and opinions. However, a Staff or Board Member’s exercise of free expression must not interfere with the acknowledged rights of students, staff, Board Members, and other personnel to be free from derogatory or other objectionable conduct of a physical or verbal nature, based upon religion, race, color, national origin, age, sex, height, weight, marital status, sexual orientation, or disability where such conduct has the purpose or effect of substantially interfering with said person’s employment or education, or creating an intimidating, hostile or offensive employment or educational environment. Any such conduct shall be considered harassment. It is the Policy of the School District to provide students, staff, Board Members, and other personnel with an atmosphere which is free from any form of harassment. Harassment of any kind by a supervisor, Board Member, or employee of the School District will not be tolerated. Swift, appropriate, and firm disciplinary action will be taken against any school District employee or Board Member found to have violated this policy against harassment. Based upon the seriousness of the offense, disciplinary action may include verbal or written reprimand, suspension, or termination.
