DISCRIMINATION AND HARASSMENT POLICY Sample Clauses

DISCRIMINATION AND HARASSMENT POLICY. The City of Stockton has a Discrimination and Harassment Policy (Exhibit C). The purpose of this policy is to reaffirm the CITY’s commitment to demonstrating respect for all individuals by strictly prohibiting discrimination and harassment, including sexual harassment in the workplace, to define the types of behavior and conduct prohibited by this policy, and to set forth a procedure for reporting, investigating, and resolving complaints of discrimination and harassment in the workplace.
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DISCRIMINATION AND HARASSMENT POLICY. 5401 Policy
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DISCRIMINATION AND HARASSMENT POLICY. See applicable Administrative Policy No. 16.028
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DISCRIMINATION AND HARASSMENT POLICY. PURPOSE Chemtura Canada Co./Cie and UNITED STEELWORKERS, LO- CAL UNION 13691-00 in recognition of the dignity and worth of every person will strive to provide equal rights and opportunities for everyone within an environment free of sexual harassment or discriminatory practices.
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DISCRIMINATION AND HARASSMENT POLICY. It is the objective of the Employer to provide a positive working environment that allows employees to perform to their fullest potential. The Human Rights Code prohibits discrimination and harassment on a number of grounds including age, race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, marital status, same-sex partnership status, family status, record of offences or disability. The Employer is committed to complying with the Human Rights Code and believes that compliance is fundamental to achieve its objective of enabling employees to perform to their fullest potential. As set out in this policy, it is the Employer=s commitment to maintain an environment free from any discrimination and harassment that is prohibited by the Human Rights Code. It is the responsibility of each employee to xxxxxx and encourage an environment free from discrimination and harassment and to take appropriate steps in the event of a contravention of this policy. The Employer will investigate and respond to any complaint of discrimination or harassment and will take remedial action as necessary and appropriate. Employees who contravene this policy may be subject to penalties up to and including dismissal. Disciplinary action may also be taken against employees who are aware of any contravention of this policy, but who do not notify management of such contravention. It is important for employees to ensure that, by their action (or inaction), they do not condone any form of discrimination or harassment. The prohibitions against discrimination and harassment set forth in this policy apply not only to ensure that employees are treated fairly but also to ensure that non- employees are treated fairly when they come into contact with employees during the course of their employment. Accordingly, it is expected that employees will comply with this policy when dealing with outsiders such as vendors and customers. Ensuring freedom from discrimination and harassment is not limited to the workplace location or work hours. Prohibition against workplace discrimination and harassment extends to company sponsored events and business trips.
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DISCRIMINATION AND HARASSMENT POLICY. During the term of this Agreement, Employees in the bargaining unit shall be covered in accordance with the City’s Manual of Personnel Policies regarding Discrimination and Harassment Policy, as adopted or revised. Date
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DISCRIMINATION AND HARASSMENT POLICY. The City of Stockton has a Discrimination and Harassment Policy (Exhibit C). The purpose of this policy is to reaffirm the CITY’s commitment to demonstrating respect for all individuals by strictly prohibiting discrimination and harassment, including sexual harassment in the workplace, to define the types of behavior and conduct prohibited by SANITARY SEWER PUMP STATIONS AND FORCEMAINS CATHODIC PROTECTION IMPROVEMENTS, PROJECT NO. M17014 PAGE 3 OF 6 this policy, and to set forth a procedure for reporting, investigating, and resolving complaints of discrimination and harassment in the workplace.
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DISCRIMINATION AND HARASSMENT POLICY. The City of Stockton has a Discrimination and Harassment Policy (Exhibit C). The purpose of this policy is to reaffirm the CITY’s commitment to demonstrating respect for all individuals by strictly prohibiting discrimination and harassment, including sexual harassment in the workplace, to define the types of behavior and conduct prohibited by this policy, and to set forth a procedure for reporting, investigating, and resolving complaints of discrimination and harassment in the workplace. NORTH STOCKTON PIPELINE SODIUM HYPOCHLORITE INJECTION SYSTEM PROJECT NO. M17012 Page 4 of 7
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Related to DISCRIMINATION AND 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.

  • Harassment Policy It is the policy of CUPE as an Employer to ensure that the working environment is conducive to the performance of work and is such that employees are not hindered from carrying out their responsibilities. The Employer considers harassment in the work force to be a totally unacceptable form of intimidation and will not tolerate its occurrence. The Employer will ensure that victims of harassment are able to register complaints without reprisal. Harassment is a form of discrimination and includes personal harassment. Harassment shall be defined as any improper behaviour by a person which is offensive to any employee and which that person knows or ought reasonably to have known would be inappropriate or unwelcome. It comprises objectionable conduct, comment or display made on either a one-time or continuous basis that demeans, belittles or causes personal humiliation or embarrassment to an employee. The parties to this Agreement will work together to ensure that all employees, and CUPE members understand their personal responsibility to promote a harassment-free working environment. Appendix “U”, herein below shall be followed respecting matters referred to directly herein.

  • DISCRIMINATION AND COERCION A. The Employer and the Union agree that there shall be no discrimination against any employee because of age, race, creed, color, religion, marital status, sex, national origin, political affiliation, sexual preference and physical or mental handicap.

  • 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.

  • 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.

  • 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.

  • 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:

  • 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.

  • NO DISCRIMINATION OR HARASSMENT (a) There shall be no discrimination, interference, restriction, coercion, harassment, intimidation or any disciplinary action exercised or practiced with respect to an employee by reason of age, race, creed, color, national origin, religious affiliation, sex, sexual orientation, ethnic origin, marital status, family status, mental or physical disability, conviction for which a pardon has been granted or membership or activity in the Professional Institute.

  • D3 Discrimination D3.1 The Contractor shall not unlawfully discriminate either directly or indirectly on such grounds as race, colour, ethnic or national origin, disability, sex or sexual orientation, religion or belief, or age and without prejudice to the generality of the foregoing the Contractor shall not unlawfully discriminate within the meaning and scope of the Sex Discrimination Xxx 0000, the Race Relations Xxx 0000, the Equal Pay Xxx 0000, the Disability Discrimination Xxx 0000, the Employment Equality (Sexual Orientation) Regulations 2003, the Employment Equality (Religion or Belief) Regulations 2003, the Employment Equality (Age) Regulations 2006, the Equality Xxx 0000, all as amended or replaced by the Equality Xxx 0000 (when in force) and the Human Rights Xxx 0000 or other relevant or equivalent legislation, or any statutory modification or re- enactment thereof.

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