Bullying. The Employer and the Union agree that behaviors that harm, intimidate or coerce vulnerable individuals can contribute to a hostile work environment. Examples of such behavior include, but are not limited to:
Bullying a. Workplace bullying is repeated abusive behavior that is threatening, humiliating, or intimidating. It may be direct or indirect, whether verbal, physical, or otherwise, by one or more persons against another or others, at the place of work and/or in the course of employment.
Bullying. Bullying or harassment is the use of deliberate aggression with the intention of hurting another person.
Bullying. Bullying is verbal or physical conduct that over a period, continuously and systemically, humiliates, intimidates, shows hostility towards, threatens or offends a person, and that a reasonable person would know or ought to have known would have such an effect.
Bullying. The Association and the District support a secure school climate, conducive to teaching that is free from threat, harassment, and any type of bullying behavior. Bullying is addressed in the following authoritative documents that remain in effect: Memorandum of Understanding dated April 5, 2002 Superintendent Stop Doing List Response: Workplace Bullying Board of Education Policy JICDE 6. Emergencies Emergencies such as power failures, extreme weather conditions, etc., may arise which endanger the safety of students. In such instances, teachers are expected to assist by performing such non-teaching duties as are necessary to protect students without regard to the limitations contained in this section, and such actions shall not violate this Agreement.
Bullying. 2. Possession or usage of tobacco, alcohol, or any illegal substance or paraphernalia
Bullying. The Employer and the Union recognize the dignity and worth of every individual and are committed to a climate of understanding and mutual respect in the workplace. The parties agree that they will not tolerate, ignore or condone bullying, improper comments, conduct, actions or gestures directed towards a specific individual that would be reasonably considered to create an intimidating, humiliating, hostile or offensive work environment. Improper comments, conduct, actions or gestures:
Bullying. Xxxxxxxxx County is dedicated to promoting a positive working environment free of physical or verbal harassment, “bullying”, or discriminatory conduct of any kind. Specifically, the County prohibits employees from “bullying” one another. For purposes of this policy, “bullying” refers to repeated, unreasonable actions of individuals (or a group) directed towards an employee (or a group of employees), which is intended to intimidate the employee(s). Examples of bullying include but are not limited to: Being treated differently than the rest of your work group without cause; Physical aggression whether to the person, property, or his/her workspace; Nov-verbal threatening gestures/glances which can convey threatening messages; Exclusion or social isolation; Being the target of practical jokes and/or rumors/gossip in order to intimidate or subjugate. Every employee, regardless of title or job held, is responsible for creating and ensuring an atmosphere free of bullying, discrimination and harassment. Further, all employees are responsible for respecting the rights of their co-workers and adhering to the letter and spirit of this policy. If an employee feels they are being bullied, it is the employee’s responsibility to report it to his/her supervisor. If the employee does not agree with the supervisor’s solution to the complaint, the Union may grieve the decision starting at step 1. If no agreement can be reached through step 2 of the grievance process, the Union may appeal to the Human Resources Director following the timeline outlined in Step 3 of the grievance procedure. The Human Resources Director’s decision is final and cannot be grieved further. If the employee feels they are being bullied by a Supervisor/Director, the grievance process may start on step 2 and progress as prescribed above.
Bullying. The Hospital and the Association agree that mutual respect between and among all employees is integral to a healthy work environment, a culture of safety, and to the excellent provision of patient care. Behaviors that undermine such mutual respect, including abusive or “bullying” language or behavior, are unacceptable and will not be tolerated. Further, the Hospital shall protect nurses from bullying by patients or their families.
