HARASSMENT AND SEXUAL HARASSMENT Sample Clauses

HARASSMENT AND SEXUAL HARASSMENT. 6.01 The Union and the University recognize that every employee is entitled to work in a climate that is free from any form of harassment. The parties will collaborate to prevent situations of harassment and/or sexual harassment by implementing measures to inform and raise awareness on these issues.
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HARASSMENT AND SEXUAL HARASSMENT. 35.01 Harassment means any unilateral and unwanted behaviour that exerts undue pressure upon a person with the intent or effect of either ridiculing her/him, or humiliating her/him, or showing disrespect towards her/him, and that compromises her/his right to fair and reasonable work conditions and her/his right to dignity.
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HARASSMENT AND SEXUAL HARASSMENT. The entire article applies.
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HARASSMENT AND SEXUAL HARASSMENT. 12.01 The Employer and Union are committed to a working and learning environment which is free of harassment and sexual harassment.
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HARASSMENT AND SEXUAL HARASSMENT. The Alliance and the Employer recognize the right of Employees to work in an environment free from harassment and sexual harassment, and agree that harassment and sexual harassment will not be tolerated in the workplace. Harassment is a course of vexatious conduct that is known or ought reasonably to be known to be unwelcome. Abuse of authority is a form of harassment. Sexual harassment may include but is not limited to sexual jokes, innuendo, displaying sexually offensive material, coercion, physical touching, sexual advances or solicitation made by an individual in a position to grant or deny a benefit. For the purposes of this article, the work environment includes the Employee's work location as well as any other premises at which the Employee is required to work, including conferences, seminars, and social events. For further clarity, the Police Service is responsible only for the conduct of its Employees.
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HARASSMENT AND SEXUAL HARASSMENT. 9.01 The Union and the Employer recognize the right of Employees to work in an environment free from harassment including personal harassment, bullying and sexual harassment, and agree that such harassment will not be tolerated in the workplace and shall be dealt with in accordance with Employer policy.
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HARASSMENT AND SEXUAL HARASSMENT. The Alliance and the Employer recognizethe right of Employees to work in an environment free from harassment and sexual harassment, and agree that harassment and sexual harassmentwill not be tolerated in the workplace. Any level in the Grievance Procedure shall be waived if a person hearing the Grievance is the subject of the complaint. If, by reason of (a) above, a level of the Grievance Procedure is waived, no other level shall be waived except by mutual agreement.
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HARASSMENT AND SEXUAL HARASSMENT. The Alliance and the Employer recognize the right of all persons employed by the Employer to work in an environment free from sexual or personal harassment, and agree that harassment will not be tolerated in the workplace. FULL TIME EMPLOYEES
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Related to HARASSMENT AND SEXUAL HARASSMENT

  • 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.

  • 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.

  • 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.

  • 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.

  • 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.

  • 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 and Discrimination (a) "Every person who is an employee has a right to freedom from harassment in the workplace by the employer or agent of the employer or by another employee because of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, age, record of offences, marital status, family status, gender identity, gender expression, or disability". ref: Ontario Human Rights Code, Sec. 5 (2) and 10 (1).

  • 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/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.

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