Harassment and Violence Sample Clauses

Harassment and Violence. The Board acknowledges its obligation to ensure that employees work in an environment free from harassment and violence.
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Harassment and Violence. 34:01 The Employer, the Union and the employees agree that no form of harassment or violence shall be condoned in the workplace and it is further agreed that all parties will work together to recognize and deal with these problems when they arise.
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Harassment and Violence. The Board will have a draft of the Harassment & Violence Policy prepared by June 1, 2008. By June 30, 2008 a meeting will have taken place with the Union for discussion and input regarding this policy. Dated at Windsor, Ontario, this 19th day of December 2007. FOR THE BOARD: FOR THE UNION: LETTER OF UNDERSTANDING BETWEEN THE GREATER ESSEX COUNTY DISTRICT SCHOOL BOARD AND CANADIAN UNION OF PUBLIC EMPLOYEES LOCAL 1348 REPORT CARD PREPARATION Where possible, school secretaries must have three (3) working days prior to the report cards being sent home, to complete necessary preparation. Dated at Windsor, Ontario, this 19th day of December 2007. FOR THE BOARD: FOR THE UNION: LETTER OF UNDERSTANDING BETWEEN THE GREATER ESSEX COUNTY DISTRICT SCHOOL BOARD AND CANADIAN UNION OF PUBLIC EMPLOYEES LOCAL 1348
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Harassment and Violence. 42.01 The Association and the Employer recognize the right of employees to work in an environment free from any form of harassment and violence, including abuse of authority, sexual harassment and personal harassment. The parties agree that harassment and violence will not be tolerated in the workplace. **
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Harassment and Violence. It is our mutual responsibility to ensure that we create and maintain a workplace free of discrimination, harassment and violence. The Oxford-Elgin Child & Youth Centre will do its part by not tolerating or condoning discrimination, harassment or violence. This includes making everyone in the organization aware of what is and what is not appropriate, investigating complaints and imposing suitable corrective measures. Managers and supervisors are expected to assist in creating a harassment-free workplace and to immediately report to the Executive Director if they receive a complaint of workplace harassment, violence, or if they witness harassing or violent behaviour. You must do your part by ensuring that your behaviour does not violate this policy and by fostering a work environment that is based on respect and dignity and is free of harassment. MANAGEMENT
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Harassment and Violence. 9:01 Harassment means objectionable conduct that creates a risk to the health of an Employee or severe conduct that adversely affects an Employee’s psychological or physical wellbeing.
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Harassment and Violence. 13.2.1 The University and MSA are committed to maintaining a working environment that is free from harassment and violence.
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Harassment and Violence. (a) Where there is sufficient evidence of domestic violence the council will take action to stop it or prevent it from recurring. Possession or injunction proceedings will be taken wherever possible against any tenants who commit or support acts of domestic violence.Such violence is not limited to incidents in the home and can take place anywhere.
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Related to Harassment and Violence

  • 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:

  • 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.

  • 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.

  • 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.

  • 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.

  • 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.

  • 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.

  • 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.

  • Workplace Violence (a) It is recognized that at certain worksites or in certain work situations employees may be at risk of physical violence or verbal abuse from clients, persons in care or custody, or the public.

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