Bullying in the Workplace Sample Clauses

Bullying in the Workplace. The Employer and the Union recognize the need to educate all employees about bullying in the workplace and have worked collaboratively to enhance the State’s Bullying in the Workplace Policy. The parties to this Agreement remain committed to working together to address any issues that arise relating to the Employer’s administration of this policy.
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Bullying in the Workplace. The Employer and the Union recognize the need to educate all employees about bullying in the workplace and have worked collaboratively to enhance the State's Bullying in the Workplace Policy. The State of Maryland policy regarding bullying will be appended to this agreement as Appendix C. The parties to this Agreement remain committed to working together to address any issues that arise relating to the Employer's administration of this policy and at the request of the union, DBM will hold meetings twice a year to discuss any ongoing concerns regarding the administration of the State of Maryland’s Bullying in the Workplace policy. The parties agree that the appropriate topics include process, remedies and discussions of individual complaints only where AFSCME represents the complainant. In advance of the meetings, DBM will provide the union with a bullying report. The report will contain the following data for the previous year:
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Bullying in the Workplace. (a) Employees have the right to work in an environment free from bullying and the parties agree that there is a need to take responsible action to prevent bullying and whenever they become aware of such behaviour, put a stop to it. Bullying refers to vexatious behaviour taking the form of repeated hostile conduct, comments, actions, or gestures that affects an employee's dignity and that results in a harmful work environment; or a single incident of such behaviour that has a lasting harmful effect on an employee may also constitute bullying.
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Bullying in the Workplace. Employees have the right to work in an environment free from bullying and the Society, the Union and the employees covered by this collective agreement agree that there is a need to take responsible action to prevent bullying and whenever they become aware of such behaviour, put a stop to it. Bullying includes any repeated incident or a single serious incident or comment, or socially undermining or isolating behaviour, by one or more perpetrators towards an employee that the one or more perpetrators knew or reasonably ought to have known would cause the employee to be humiliated, offended or intimidated. Such conduct could include but is not limited to: verbal abuse, offensive conduct/behaviours (including non-verbal) which are threatening, humiliating, or intimidating, work interference, sabotage, which prevents work from getting done.
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Bullying in the Workplace. ‌ Bullying means objectionable conduct, either repeated or persistent, or a single serious incident, that an individual would reasonably conclude:
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Bullying in the Workplace. Xxxxxxxxxx is a bullying free workplace. Xxxxxxxxxx is committed to providing all employees with a healthy and safe workplace free from bullying and intimidation. Bullying is not an acceptable part of our work culture. Bullying can harm a person’s health and well being. Bullying is repeated and unreasonable behaviour directed towards an employee or group of employees that creates a risk to health and safety. It can include behaviour such as: verbal abuse, initiation practices, giving someone the majority of unpleasant tasks, humiliating someone through sarcasm or insults and ridiculing someone’s opinions. Anyone who experiences or witnesses bullying should report it as soon as possible. When bullying is reported it will be investigated quickly and in accordance with our procedures. Where necessary, a formal investigation will be undertaken and disciplinary action may result. Every manager and employee has a responsibility to comply with this policy and to treat everyone who works here with dignity and respect.
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Bullying in the Workplace 
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Related to Bullying in the Workplace

  • Violence in the Workplace (a) The parties agree that violence shall be defined as any incident in which an employee is abused, threatened or assaulted while performing his or her work. The parties agree it includes the application of force, threats with or without weapons and severe verbal abuse. The parties agree that such incidents will not be condoned. Any employee who believes he/she has been subjected to such incident shall report this to a supervisor who will make every reasonable effort to rectify the situation. For purposes of sub-article (a) only, employees as referred to herein shall mean all employees of the Employer notwithstanding Article 2.12.

  • Dewatering 4.7.1 Where a part of a site is affected by surface water following a period of rain, thus rendering some areas unsafe for productive work, consistent with the Employer’s obligations under the OH&S Act, all non- trades employees shall assist in ‘dewatering’ their own work site or area if it is so affected. Such work to be paid at single time rates. Productive work will continue in areas not so affected.

  • WORKPLACE BEHAVIOR 3.1 The Employer and the Union agree that all employees should work in an environment that fosters mutual respect and professionalism. The parties agree that inappropriate behavior in the workplace does not promote the Employer’s business, employee well being, or productivity. All employees are responsible for contributing to such an environment and are expected to treat others with courtesy and respect.

  • 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:

  • Safe Workplace A) The Employer and employees recognize the need for a safe and healthful workplace and agree to take appropriate measures in order that risks of accidents and/or occupational disease are reduced and/or eliminated. Employers will take all reasonable steps to eliminate, reduce and/or minimize threats to the safety of employees.

  • Workplace Harassment The Hospital and the Union are committed to ensuring a work environment that is free from harassment. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the Ontario Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment. ref. Ontario Human Rights Code, Sec. 10(1). Harassment may take many forms including verbal, physical or visual. It may involve a threat, an implied threat or be perceived as a condition of employment. The Parties agree that harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments and/or the assessment of discipline. If an employee believes that she/he has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be undertaken. The employee should request the harasser to stop the unwanted behaviour by informing the harassing individual(s) that the behaviour is unwanted and unwelcome. Should the employee not feel comfortable addressing the harasser directly, she/he may request the assistance of the manager or a Union representative. If the unwelcome behaviour was to continue, the employee will consult the Hospital policy on harassment and will be free to pursue all avenues including the complaint investigation and resolution. The Parties agree that an employee may have a representative of the Union with her/him throughout the process, if requested.

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