COMPLAINT OF HARASSMENT Sample Clauses

COMPLAINT OF HARASSMENT. It is expected that victims of harassment will immediately make known to the respondent their disapproval or unease. If this measure is unsuccessful in resolving the matter or if the circumstances are such that the complainant is unable to take this measure, then the complainant may lodge a complaint with the Director of Human Resources. At this stage, the Director of Human Resources, in consultation with the Director of the Department involved, will determine whether the complainant and the person complained against should be separated from each other for the period of the investigation. If the complaint involves the Director of Human Resources, the complaint may be filed with the Executive Director who shall assume all of the responsibilities of the Director of Human Resources under this policy with respect to the handling of the complaint. Upon lodging a complaint, the complainant will be advised of, and if requested provided with, a copy of the Corporation's Harassment in the Workplace Policy and Procedures. The complainant will be advised to discuss National Arts Centre Music Department Agreement Page neither the fact that a complaint has been filed nor the substance of the complaint with anyone except the complainant's representative, if any, and any person investigating the complaint. The investigator shall inform the respondent as soon as possible that a complaint has been received, and invite the person for a confidential interview. The respondent, if requested, will be provided with a copy of the Harassment in the Workplace Policy and Procedures and with the particulars of the complaint. The respondent shall be instructed to discuss neither the fact that a complaint has been filed nor the substance of the complaint with anyone except with his or her representative. At this stage the investigator will:
Sample 1
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Related to COMPLAINT OF HARASSMENT

  • No Harassment Contractor does not engage in unlawful harassment, including sexual harassment, with respect to any persons with whom Contractor may interact in the performance of this Agreement, and Contractor takes all reasonable steps to prevent harassment from occurring.

  • 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.

  • 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.

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

  • Harassment Prevention 38.1 Employees should refer in the first instance to the provisions and procedures specified in the employer’s Harassment Policy. The employee’s attention is also drawn to clause 39 Resolution of Employment Relationship Problems. Harassment can take many forms, including sexual harassment, bullying, racial harassment, violence, and other forms of intimidating behaviour.

  • NO DISCRIMINATION/NO HARASSMENT 6.01 The Employer, Union and Employees are committed to supporting an abuse and harassment free work environment that promotes a culture of trust, dignity and respect. Harassment includes but is not limited to bullying, sexual harassment and workplace violence.

  • Harassment Complaint Procedures In the case of a complaint of either personal or sexual harassment, the following shall apply:

  • 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.

  • Discrimination 24.1 The Contractor shall not unlawfully discriminate within the meaning and scope of any law, enactment, order, or regulation relating to discrimination (whether in race, gender, religion, disability, sexual orientation or otherwise) in employment.

  • RETALIATION The Landlord is prohibited from making any type of retaliatory acts against the Tenant including but not limited to restricting access to the Premises, decreasing or cancelling services or utilities, failure to repair appliances or fixtures, or any other type of act that could be considered unjustified.

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