Racial Harassment. An employee is racially harassed if the employee’s employer or a representative of the employer uses language (whether written or spoken), or visual material, or physical behaviour that directly, or indirectly:
Racial Harassment. A midwife is racially harassed if the midwife’s employer or a representative of the employer uses language (whether written or spoken), or visual material, or physical behaviour that directly, or indirectly:
Racial Harassment. Racial harassment occurs when an employer or its representative uses language, visual material or physical behaviour that directly or indirectly: expresses hostility against, brings into contempt or ridicules the employee on the basis of race, colour, ethnicity or national origins is hurtful or offensive to the employee has, either by its nature or through repetition, a detrimental effect on the employee’s employment, job performance and/or job satisfaction As with sexual harassment, the harassment does not have come from the employer. An employer may be held liable if they fail to take reasonable steps to stop racial harassment against an employee. Racial harassment can include, but is not limited to, the following: derogatory comments made against the employee on the race, colour, ethnicity or national origins the existence in the workplace of written or visual items that are racially offensive and/or hurtful racial jokes that are made at the employee’s expense, or otherwise judging an employee or making decisions relating to the employee based on racial stereotypes sharing racist emails. Unjustified dismissal A dismissal can be unjustified if: The reason for an employee’s dismissal is not justifiable: an employer must have sufficient evidence to establish that there are good grounds to dismiss an employee the reason for dismissal must be one that a reasonable employer would consider to be a justifiable reason for dismissal (e.g. misconduct, incapacity, bringing employer into disrepute, poor performance) prohibited grounds of discrimination as a basis for dismissal is unjustified a redundancy is not genuine (job still exists) there is a breach of an employer’s duty through a constructive dismissal The procedure used for dismissal is procedurally unfair: any issue that results in dismissal must be properly investigated if an employer is unhappy with the employee’s performance, it must tell the employee the employee must be given an opportunity to respond to the employer’s concerns the employer must have an open mind when considering the matter and act in good faith before an employer resorts to dismissal, it should consider other options: meeting with the employee additional supervision of the employee giving a formal warning suspension Employers are bound to follow the ‘fair and reasonable’ test when dealing with a potential dismissal.[10] That is, an employee should be dismissed only if dismissal is an action that a fair and reasonable employer could ta...
Racial Harassment. Racial harassment is defined as objectionable comment or conduct of a racial nature, which results in intimidating, humiliating, hostile or offensive work environment.
Racial Harassment. Racial harassment includes the use of language (written or spoken), visual material or physical behaviour that: • expresses hostility against, or brings into contempt or ridicule, any other person on the grounds of colour, race or ethnic or origins of that person; and • is hurtful or offensive to that other person; and • is either repeated, or of such a significant nature, that it has a detrimental effect on that other person. If an investigation of any allegations determines that an employee has been sexually or racially harassing or bullying any other employee (or abusing a child in Barnardos care), this will be regarded as serious misconduct and will be likely to result in summary dismissal.
Racial Harassment. The Association has a firm commitment to equal opportunities, and strong policies and procedures for dealing with racial harassment. Details of these policies are provided in Information Leaflets, and clear statements on the seriousness of such harassment are within your Tenancy Agreement. As a good neighbour, you should read these carefully, and ensure you promote anti-racism whenever possible. Although racial harassment is specifically highlighted, other forms of harassment will not be tolerated either, for example, on the grounds of gender (including domestic abuse), sexual orientation or disability.
Racial Harassment. The Union and the Company recognize the problem of racial harassment in the workplace and are committed to preventing it. Racial harassment means engaging in conduct that is known, or ought reasonably to be known, to be unwelcome where such conduct consists of words or actions which disrespect or cause humiliation because of his or her race, colour, creed, ancestry, place of origin or ethnic origin.
Racial Harassment. For the purpose of this Article, "racial harassment" includes engaging in a course of comment or conduct that is known or ought reasonably to be known to be unwelcome where such comment or conduct consists of words or action by the Union, Company, supervisor or coworker in the bargaining unit, which disrespects or causeshumiliation to another employee because of their race, colour, creed, ancestry, place or origin or ethnic origin.
Racial Harassment. The District will define racial harassment and a racially hostile environment and include examples of student-on-student and staff-on-student conduct that meets these definitions. The District will explain how such conduct impedes student access to services, programs, or activities in the educational program. The District will explain the difference between bullying as defined in the District’s bullying policy and racial harassment, and clarify what is covered under each policy.
Racial Harassment. The District will define racial harassment and other racial discrimination, and a racially hostile environment, and will include examples of student-on-student and staff-on-student conduct that would constitute racial harassment, discrimination, and/or a racially hostile environment. The District will explain the difference between bullying as defined in the District’s bullying policy and racial harassment, and clarify what is covered under each policy. The District will also give examples on how racial harassment and a racially hostile environment negatively impacts student access to services, programs, or activities in the educational program. The policy will:
