Common use of Personal Harassment Clause in Contracts

Personal Harassment. (a) The Employer and the Union recognise the right of employees to work in an environment free from personal harassment. The Employer shall take such actions as are necessary to protect employees from personal harassment and agree that employees who engage in personal harassment may be disciplined. (b) Personal harassment means verbal or physical behaviour that is discriminatory in nature, based upon another person’s race, colour, ancestry, place of origin, political beliefs, religion, marital status, physical or mental disability, sex, age, or sexual orientation. It is discriminatory behaviour, directed at an individual, which causes substantial distress in that person and serves no legitimate work-related purpose. Such behaviour could include, but is not limited to: • Physical threats or intimidation; • Words, gestures, actions, or practical jokes, the natural consequence of which is to humiliate, alarm or abuse another person; • Distribution or display of offensive pictures or materials. (c) To constitute personal harassment, behaviour may be repeated or persistent or may be a single serious incident. (d) Personal harassment does not include actions occasioned through the exercising in good faith the Employer’s supervisory rights and responsibilities. (e) Protection against harassment extends to incidents occurring at or away from the workplace, during or outside working hours, and includes incidents related to client or visitor contact, provided the acts are committed within the course of the employment relationship.

Personal Harassment. ‌ (a) The Employer and the Union recognise recognize the right of employees to work in an environment free from personal harassment. The Employer shall take such actions as are necessary to protect employees from personal harassment and agree that employees who engage in personal harassment may be disciplined. (b) Personal harassment means verbal or physical behaviour that is discriminatory in nature, based upon another person’s 's race, colour, ancestry, place of origin, political beliefs, religion, marital status, gender identity or expression, physical or mental disability, sex, age, or sexual orientation. It is discriminatory behaviour, directed at an individual, which causes substantial distress in that person and serves no legitimate work-related purpose. Such behaviour could include, but is not limited to: • Physical threats or intimidation; • Words, gestures, actions, or practical jokes, the natural consequence of which is to humiliate, alarm or abuse another person; • Distribution or display of offensive pictures or materials. (c) To constitute personal harassment, behaviour may be repeated or persistent or may be a single serious incident. (d) Personal harassment does not include actions occasioned through the exercising in good faith the Employer’s 's supervisory rights and responsibilities. (e) Protection against harassment extends to incidents occurring at or away from the workplace, during or outside working hours, and includes incidents related to client or visitor contact, provided the acts are committed within the course of the employment relationship.

Personal Harassment. (a) The Employer and the Union recognise recognize the right of employees to work in an environment free from personal harassment. The Employer shall take such actions as are necessary to protect employees from personal harassment and agree that employees who engage in personal harassment may be disciplined. (b) Personal harassment means verbal or physical behaviour that is discriminatory in nature, based upon another person’s 's race, colour, ancestry, place of origin, political beliefs, religion, marital status, physical or mental disability, sex, age, or sexual orientation. It is discriminatory behaviour, directed at an individual, which causes substantial distress in that person and serves no legitimate work-related purpose. Such behaviour could include, but is not limited to: • : (1) Physical threats or intimidation; • ; (2) Words, gestures, actions, or practical jokes, the natural consequence of which is to humiliate, alarm or abuse another person; • ; (3) Distribution or display of offensive pictures or materials. (c) To constitute personal harassment, behaviour may be repeated or persistent or may be a single serious incident. (d) Personal harassment does not include actions occasioned through the exercising in good faith the Employer’s 's supervisory rights and responsibilities. (e) Protection against harassment extends to incidents incident occurring at or away from the workplace, during or outside working hours, and includes incidents related to client or visitor contact, provided the acts are committed within the course of the employment relationship. (f) The parties agree that substantiated cases of harassment may be cause for discipline, up to and including dismissal.

Personal Harassment. ‌ (a) The Employer and the Union recognise recognize the right of employees to work in an environment free from personal harassment. The Employer shall take such actions as are necessary to protect employees from personal harassment and agree that employees who engage in personal harassment may be disciplined. (b) Personal harassment means verbal or physical behaviour that is discriminatory in nature, based upon another person’s 's race, colour, ancestry, place of origin, political beliefs, religion, marital status, physical or mental disability, sex, age, or sexual orientation. It is discriminatory behaviour, directed at an individual, which causes substantial distress in that person and serves no legitimate work-related purpose. Such behaviour could include, but is not limited to: • Physical threats or intimidation; • Words, gestures, actions, or practical jokes, the natural consequence of which is to humiliate, alarm or abuse another person; • Distribution or display of offensive pictures or materials. (c) To constitute personal harassment, behaviour may be repeated or persistent or may be a single serious incident. (d) Personal harassment does not include actions occasioned through the exercising in good faith the Employer’s 's supervisory rights and responsibilities. (e) Protection against harassment extends to incidents occurring at or away from the workplace, during or outside working hours, and includes incidents related to client or visitor contact, provided the acts are committed within the course of the employment relationship.

Personal Harassment. (a) The Employer and the Union recognise the right of employees to work in an environment free from personal harassment. The Employer shall take such actions as are necessary to protect employees from personal harassment and agree that employees who engage in personal harassment may be disciplined. (b) Personal harassment means verbal or physical behaviour that is discriminatory in nature, based upon another person’s race, colour, ancestry, place of origin, political beliefs, religion, marital status, physical or mental disability, sex, age, or sexual orientation. It is discriminatory behaviour, directed at an individual, which causes substantial distress in that person and serves no legitimate work-related purpose. Such behaviour could include, but is not limited to: • Physical threats or intimidation; • Words, gestures, actions, or practical jokes, the natural consequence of which is to humiliate, alarm or abuse another person; • Distribution The distribution or display of offensive pictures or materials. (c) To constitute personal harassment, behaviour may be repeated or persistent or may be a single serious incident. (d) Personal harassment does not include actions occasioned through the exercising in good faith the Employer’s supervisory rights and responsibilities. (e) Protection against harassment extends to incidents occurring at or away from the workplace, during or outside working hours, and includes incidents related to client or visitor contact, provided the acts are committed within the course of the employment relationship.

Personal Harassment. (a) The Employer and the Union recognise recognize the right of employees to work in an environment free from personal harassment. The Employer shall take such actions as are necessary to protect employees from personal harassment and agree that employees who engage in personal harassment may be disciplined. (b) Personal harassment means verbal or physical behaviour that is discriminatory in nature, based upon another person’s race, colour, ancestry, place of origin, political beliefs, religion, marital status, physical or mental disability, sex, age, or sexual orientation. It is discriminatory behaviour, directed at an individual, which causes substantial distress in that person and serves no legitimate work-related purpose. Such behaviour could include, but is not limited to: • Physical threats or intimidation; • Words, gestures, actions, or practical jokes, the natural consequence of which is to humiliate, alarm or abuse another person; • Distribution or display of offensive pictures or materials. (c) To constitute personal harassment, behaviour may be repeated or persistent or may be a single serious incident. (d) Personal harassment does not include actions occasioned through the exercising in good faith the Employer’s supervisory rights and responsibilities. (e) Protection against harassment extends to incidents occurring at or away from the workplace, during or outside working hours, and includes incidents related to client or visitor contact, provided the acts are committed within the course of the employment relationship.

Personal Harassment. (a) The Employer and the Union recognise recognize the right of employees to work in an environment free from personal harassment. The Employer shall will take such actions as are necessary to protect employees from personal harassment and agree that employees who engage in personal harassment may be disciplined. (b) Personal harassment means verbal or physical behaviour that is discriminatory in naturenature and may be, based upon another person’s 's race, colour, ancestry, place of origin, political beliefs, religion, marital status, physical or mental disability, sex, age, or sexual orientation. It is discriminatory behaviour, directed at an individual, which causes substantial distress in that person and serves no legitimate work-related purpose. Such behaviour could include, but is not limited to: • Physical  physical threats or intimidation; • Words words, gestures, actions, or practical jokes, the natural consequence of which is to humiliate, alarm or abuse another person; • Distribution  distribution or display of offensive pictures or materials. (c) To constitute personal harassment, behaviour may be repeated or persistent or may be a single serious incident. (d) Personal harassment does not include actions occasioned through the exercising in good faith the Employer’s 's supervisory rights and responsibilities. (e) Protection against harassment extends to incidents occurring at or away from the workplace, during or outside working hours, and includes incidents related to client or visitor contact, provided the acts are committed within the course of the employment relationship.

Personal Harassment. (a) The Employer and the Union recognise recognize the right of employees to work in an environment free from personal harassment. The Employer shall take such actions as are necessary to protect employees from personal harassment and agree that employees who engage in personal harassment may be disciplined. (b) Personal harassment means verbal or physical behaviour that is discriminatory in nature, based upon another person’s 's race, colour, ancestry, place of origin, political beliefs, religion, marital status, physical or mental disability, sex, age, or sexual orientation, and will include bullying. It is discriminatory behaviour, directed at an individual, which causes substantial distress in that person and serves no legitimate work-related work‐related purpose. Such behaviour could include, but is not limited to: • Physical  physical threats or intimidation; • Words words, gestures, actions, or practical jokes, the natural consequence of which is to humiliate, alarm or abuse another person; • Distribution  distribution or display of offensive pictures or materials. (c) To constitute personal harassment, behaviour may be repeated or persistent or may be a single serious incident. (d) Personal harassment does not include actions occasioned through the exercising in good faith the Employer’s 's supervisory rights and responsibilities. (e) Protection against harassment extends to incidents occurring at or away from the workplace, during or outside working hours, and includes incidents related to client or visitor contact, provided the acts are committed within the course of the employment relationship.

Personal Harassment. (a) The Employer and the Union recognise recognize the right of employees to work in an environment free from personal harassment. The Employer shall take such actions as are necessary to protect employees from personal harassment and agree that employees who engage in personal harassment may be disciplined. (b) Personal harassment means verbal or physical behaviour that is discriminatory in nature, based upon another person’s 's race, colour, ancestry, place of origin, political beliefs, religion, marital status, physical or mental disability, sex, age, or sexual orientation. It is discriminatory behaviour, directed at an individual, which causes substantial distress in that person and serves no legitimate work-related purpose. Such behaviour could include, but is not limited to: •  Physical threats or intimidation; • Words words, gestures, actions, or practical jokes, the natural consequence of which is to humiliate, alarm or abuse another person; • Distribution  the distribution or display of offensive pictures or materials. (c) To constitute personal harassment, behaviour may be repeated or persistent or may be a single serious incident. (d) Personal harassment does not include actions occasioned through the exercising in good faith the Employer’s 's supervisory rights and responsibilities. (e) Protection against harassment extends to incidents occurring at or away from the workplace, during or outside working hours, and includes incidents related to client or visitor contact, provided the acts are committed within the course of the employment relationship.

Personal Harassment. ‌ (a) The Employer and the Union recognise recognize the right of employees to work in an environment free from personal harassment. The Employer shall will take such actions as are necessary to protect employees from personal harassment and agree that employees who engage in personal harassment may be disciplined. (b) Personal harassment means verbal or physical behaviour that is discriminatory in naturenature and may be, based upon another person’s 's race, colour, ancestry, place of origin, political beliefs, religion, marital status, physical or mental disability, sex, age, gender identity or expression, or sexual orientation. It is discriminatory behaviour, directed at an individual, which causes substantial distress in that person and serves no legitimate work-related purpose. Such behaviour could include, but is not limited to: • Physical physical threats or intimidation; • Wordswords, gestures, actions, or practical jokes, the natural consequence of which is to humiliate, alarm or abuse another person; • Distribution distribution or display of offensive pictures or materials. (c) To constitute personal harassment, behaviour may be repeated or persistent or may be a single serious incident. (d) Personal harassment does not include actions occasioned through the exercising in good faith the Employer’s 's supervisory rights and responsibilities. (e) Protection against harassment extends to incidents occurring at or away from the workplace, during or outside working hours, and includes incidents related to client or visitor contact, provided the acts are committed within the course of the employment relationship.

Personal Harassment. (a) The Employer and the Union recognise recognize the right of employees to work in an environment free from personal harassment. The Employer shall take such actions as are necessary to protect employees from personal harassment and agree that employees who engage in personal harassment may be disciplined. (b) Personal harassment means verbal or physical behaviour that is discriminatory in nature, based upon another person’s 's race, colour, ancestry, place of origin, political beliefs, religion, marital status, physical or mental disability, sex, age, or sexual orientation. It is discriminatory behaviour, directed at an individual, which causes substantial distress in that person and serves no legitimate work-related purpose. Such behaviour could include, but is not limited to: • Physical threats or intimidation; • Words, gestures, actions, or practical jokes, the natural consequence of which is to humiliate, alarm or abuse another person; • Distribution or display of offensive pictures or materials. (c) To constitute personal harassment, behaviour may be repeated or persistent or may be a single serious incident. (d) Personal harassment does not include actions occasioned through the exercising in good faith the Employer’s employer's supervisory rights and responsibilities. (e) Protection against harassment extends to incidents occurring at or away from the workplace, during or outside working hours, and includes incidents related to client or visitor contact, provided the acts are committed within the course of the employment relationship.

Personal Harassment. ‌ (a) The Employer and the Union recognise recognize the right of employees to work in an environment free from personal harassmentharassment by other employees. The Employer shall take such actions as are necessary to protect employees from personal harassment and agree that employees who engage in personal harassment may be disciplined. (b) Personal harassment means verbal or physical behaviour that is discriminatory in nature, based upon another person’s 's race, colour, ancestry, place of origin, political beliefs, religion, marital status, physical or mental disability, sex, age, or sexual orientation. It is discriminatory behaviour, directed at an individual, which causes substantial distress in that person and serves no legitimate work-related purpose. Such behaviour could include, but is not limited to: • : (1) Physical threats or intimidation; • ; (2) Words, gestures, actions, or practical jokes, the natural consequence of which is to humiliate, alarm or abuse another person; • ; (3) Distribution or display of offensive pictures or materials. (c) To constitute personal harassment, behaviour may be repeated or persistent or may be a single serious incident. (d) Personal harassment does not include actions occasioned through the exercising in good faith the Employer’s 's supervisory rights and responsibilities. (e) Protection against harassment extends to incidents incident occurring at or away from the workplace, during or outside working hours, and includes incidents related to client or visitor contact, provided the acts are committed within the course of the employment relationship. (f) The parties agree that substantiated cases of harassment may be cause for discipline, up to and including dismissal.

Personal Harassment. ‌ (a) The Employer and the Union recognise recognize the right of employees to work in an environment free from personal harassment. The Employer shall take such actions as are necessary to protect employees from personal harassment and agree that employees who engage in personal harassment may be disciplined. (b) Personal harassment means verbal or physical behaviour that is discriminatory in nature, based upon another person’s 's race, colour, ancestry, place of origin, political beliefs, religion, marital status, physical or mental disability, sex, age, or sexual orientation. It is discriminatory behaviour, directed at an individual, which causes substantial distress in that person and serves no legitimate work-related purpose. Such behaviour could include, but is not limited to: • Physical physical threats or intimidation; • Wordswords, gestures, actions, or practical jokes, the natural consequence of which is to humiliate, alarm or abuse another person; • Distribution distribution or display of offensive pictures or materials. (c) To constitute personal harassment, behaviour may be repeated or persistent or may be a single serious incident. (d) Personal harassment does not include actions occasioned through the exercising in good faith the Employer’s 's supervisory rights and responsibilities. (e) Protection against harassment extends to incidents occurring at or away from the workplace, during or outside working hours, and includes incidents related to client or visitor contact, provided the acts are committed within the course of the employment relationship.

Personal Harassment. (a) The Employer and the Union recognise recognize the right of employees to work in an environment free from personal harassment. The Employer shall take such actions as are necessary to protect employees from personal harassment and agree that employees who engage in personal harassment may be disciplined. (b) Personal harassment means verbal or physical behaviour that is discriminatory in nature, based upon another person’s 's race, colour, ancestry, place of origin, political beliefs, religion, marital status, physical or mental disability, sex, age, or sexual orientation. It is discriminatory behaviour, directed at an individual, which causes substantial distress in that person and serves no legitimate work-related purpose. Such behaviour could include, but is not limited to: • Physical threats or intimidation; • Words, gestures, actions, or practical jokes, the natural consequence of which is to humiliate, alarm or abuse another person; • Distribution or display of offensive pictures or materials. (c) To constitute personal harassment, behaviour may be repeated or persistent or may be a single serious incident. (d) Personal harassment does not include actions occasioned through the exercising in good faith the Employer’s 's supervisory rights and responsibilities. (e) Protection against harassment extends to incidents occurring at or away from the workplace, during or outside working hours, and includes incidents related to client or visitor contact, provided the acts are committed within the course of the employment relationship.

Personal Harassment. ‌ (a) The Employer and the Union recognise recognize the right of employees to work in an environment free from personal harassment. The Employer shall take such actions as Employer, in cooperation with the Union, will promote a work environment where all employees are necessary to protect employees from personal harassment treated with respect and agree that employees who engage in personal harassment may be disciplineddignity. (b) Personal harassment means verbal or physical behaviour that is discriminatory in nature, based upon another person’s 's race, colour, ancestry, place of origin, political beliefs, religion, marital status, physical or mental disability, sex, age, gender identity or expression or sexual orientation. It is discriminatory behaviour, directed at an individual, which causes substantial distress in that person and serves no legitimate work-related purpose. Such behaviour could include, but is not limited to: • Physical threats or intimidation; • Words, gestures, actions, or practical jokes, the natural consequence of which is to humiliate, alarm or abuse another person; • Distribution or display of offensive pictures or materials. (c) To constitute personal harassment, behaviour may be repeated or persistent or may be a single serious incident. (d) Personal harassment does not include actions occasioned through the exercising in good faith the Employer’s 's supervisory rights and responsibilities. (e) Protection against harassment extends to incidents occurring at or away from the workplace, during or outside working hours, and includes incidents related to client or visitor contact, provided the acts are committed within the course of the employment relationship.