Complaint Procedure for Sexual Harassment or Personal Harassment Based on Discriminatory Grounds Sample Clauses

Complaint Procedure for Sexual Harassment or Personal Harassment Based on Discriminatory Grounds. (a) Initial Consultation An employee who believes that he/she has been harassed and who is considering the initiation of a complaint may begin by discussing the matter with a Harassment Advisor. There will be a list of mutually agreed-upon Advisors who will advise and assist employees of the College in connection with harassment complaints. The Advisor will review the allegations on a confidential basis and provide the Complainant with information relating to due process, standards of confidentiality, standards of proof, college procedures and policies and advise on effective methods to resolve the matter. The Labour/Management Relations Committee will create and maintain a list of Harassment Advisors and the College will make the names of the Harassment Advisors available on the college website. Following consultation with the Advisor, the Complainant may choose any of the following options:
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Complaint Procedure for Sexual Harassment or Personal Harassment Based on Discriminatory Grounds. (a) Initial Consultation An employee who believes that he/she has been harassed and who is considering the initiation of a complaint may begin by discussing the matter with a Harassment Advisor. There will be a list of mutually agreed-upon Advisors who will advise and assist employees of the College in connection with harassment complaints. The Advisor will review the allegations on a confidential basis and provide the Complainant with information relating to due process, standards of confidentiality, standards of proof, College procedures and policies and advise on effective methods to resolve the matter. Xxxxxx Xxxxxxx-Xxxxx and Xxx Xxxxxx, Xxxxxxxx Xxxx and Xxxxxxxx Xxxxxxx are the mutually agreed upon Advisors. Following consultation with the Advisor, the Complainant may choose any of the following options:
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Complaint Procedure for Sexual Harassment or Personal Harassment Based on Discriminatory Grounds 
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Related to Complaint Procedure for Sexual Harassment or Personal Harassment Based on Discriminatory Grounds

  • Personal Harassment (a) The Employer and the Union recognize the right of employees to work in an environment free from personal harassment and agree that employees who engage in personal harassment may be disciplined.

  • Harassment Sexual Harassment Harassment is defined as an incident or, or series of incidents of unsolicited, unwelcome, disrespectful or offensive verbal or physical behaviour, whether deliberate or unintentional:

  • Sexual Harassment (a) The Union and the Employer recognize the right of employees to work in an environment free from sexual harassment. The Employer shall take such actions as are necessary respecting an employee engaging in sexual harassment.

  • FLORIDA CONVICTED/SUSPENDED/DISCRIMINATORY COMPLAINTS By submission of an offer, the respondent affirms that it is not currently listed in the Florida Department of Management Services Convicted/Suspended/Discriminatory Complaint Vendor List.

  • Sexual Harassment Policy The Contractor and all Subcontractors must have a written sexual harassment prevention policy addressing sexual harassment in the workplace and must provide annual sexual harassment training to all employees.

  • Deviation from Grievance Procedure The Employer agrees that, after a grievance has been discussed at Step 2 of the grievance procedure the Employer or his representatives shall not initiate any discussion or negotiations with respect to the grievance, either directly or indirectly with the aggrieved employee without the consent of the xxxxxxx or the Union.

  • NO DISCRIMINATION/HARASSMENT 6.01 The Company and the Union agree that there shall be no discrimination, interference, restriction or coercion exercised or practised with respect to any employee by reason of age, marital status, sex, race, creed, colour, national origin, political or religious affiliation, handicap, sexual orientation nor by reason of Union membership or position in the Union. Prohibited grounds shall be interpreted in accordance with and subject to the provisions of the Human Rights Code.

  • Convicted, Discriminatory, Antitrust Violator, and Suspended Vendor Lists In accordance with sections 287.133, 287.134, and 287.137, F.S., the Contractor is hereby informed of the provisions of sections 287.133(2)(a), 287.134(2)(a), and 287.137(2)(a), F.S. For purposes of this Contract, a person or affiliate who is on the Convicted Vendor List, the Discriminatory Vendor List, or the Antitrust Violator Vendor List may not perform work as a contractor, supplier, subcontractor, or consultant under the Contract. The Contractor must notify the Department if it or any of its suppliers, subcontractors, or consultants have been placed on the Convicted Vendor List, the Discriminatory Vendor List, or the Antitrust Violator Vendor List during the term of the Contract. In accordance with section 287.1351, F.S., a vendor placed on the Suspended Vendor List may not enter into or renew a contract to provide any goods or services to an agency after its placement on the Suspended Vendor List. A firm or individual placed on the Suspended Vendor List pursuant to section 287.1351, F.S., the Convicted Vendor List pursuant to section 287.133, F.S., the Antitrust Violator Vendor List pursuant to section 287.137, F.S., or the Discriminatory Vendor List pursuant to section 287.134, F.S., is immediately disqualified from Contract eligibility.

  • Complaints Procedure 18.1 If the Client has any cause for complaint in relation to the services provided by the Company, he should file a complaint as per the Company’s Complaint Handling policy which is available on the Company’s website.

  • Sexual and Personal Harassment The Employer shall provide and the Union and Employees shall support a workplace free from personal or sexual harassment and any other harassment based on the protected characteristics set out in Article 2.04. The Employer shall maintain a policy on workplace harassment.

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