Reporting Harassment Clause Samples

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Reporting Harassment. It is important that any employee, who feels he or she has been subjected to harassment, make his or her disapproval known to the “harasser”. If, after being asked to stop, the harassment continues, employees are expected and encouraged to report any incident of harassment. No retaliation will occur or be permitted against an employee for notifying his or her supervisor, a member of Human Resources or any member of management of a violation of this policy or for honestly cooperating in an investigation of such conduct. An employee who feels he/she has been subjected to, or is aware of, conduct which may violate this Policy is encouraged to notify his/her immediate supervisor or any member of Human Resources, Management or the McCain Legal Department. Prompt investigation will occur, and where warranted, ▇▇▇▇▇▇ will take appropriate disciplinary action with employees or others engaged in the violation of this Policy, up to and including termination.
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Reporting Harassment. If an employee is subjected to harassment falling under this Article, the employee can do any of the following: (i) advise local and regional management; and/or (ii) report to Human Resources and/or (iii) contact a union representative; and/or (iv) pursue the matter through the Human Rights Commission (v) to comply with ▇▇▇▇ 168 ARTICLE 10 –
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Reporting Harassment. It is the responsibility of Registered Nurses to report any episodes. If you are subject to, witness, or suspect any of this type of behavior, report the matter immediately to your director. If you are uncomfortable reporting this to your manager, you should report the incident directly to Human Resources.
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Reporting Harassment. ▇▇▇▇ encourages individuals who believe they have experienced or witnessed harassment to come forward promptly. Harassment concerns can be resolved by the person being harassed directly with the harasser. When such resolution is not possible or appropriate, concerns regarding harassment should be brought to: A. The supervisor or department head most directly concerned; or B. Any academic or administrative official of OHSU including but not limited to the President, a Vice President, Chief Diversity Officer, Legal Counsel, the ▇▇▇▇▇▇▇ or a Vice ▇▇▇▇▇▇▇, a ▇▇▇▇, a Chair, a Director, a Manager, or a Supervisor; or C. The Affirmative Action and Equal Opportunity (AAEO) Department; or D. Human Resources; or E. The Integrity Office; or F. The Office of Academic Affairs; or G. The Department of Patient Relations; or
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Reporting Harassment. It is incumbent upon an Employee to immediately report to his or her supervisor any other Employees who are engaging in harassment. Employees who fail to satisfy this obligation may be subject to discipline, up to and including termination.
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Reporting Harassment. The Engager and Equity acknowledge that there are a number of possible methods by which a complaint of harassment or discrimination can be made including: (a) Directly addressing the alleged harasser and advising that the behaviour is unwelcome and must cease; (b) The complaint policy and procedure as set out in the Engager’s policy; or, (c) The complaint process provided for in Equity’s policies.
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Reporting Harassment. We and ▇▇▇▇ ▇▇▇ cannot resolve matters that we/it do not know about; therefore, you should report harassment when: • You feel that you have been harassed • You have seen someone else being harassed This is true whether the alleged harasser is an employee, a supervisor or manager, or even a non-employee, such as a customer or vendor with whom the Company does business. To report harassment, contact your (Supplier Company Name) Supervisor or the individual at your company who has been trained to respond appropriately to reports of harassment. Once your report has been received the company will: • Conduct a prompt and thorough investigation • Explore the possibility of temporary remedial action (if needed) to separate the accused from the accuser • Discuss the results with the complaining employee and, where appropriate, the action to be taken • Keep the investigation and results as confidential as possible • If the complaint is verified, take appropriate corrective action, up through and including termination of the harasser. I have read a copy of ▇▇▇▇ ▇▇▇’▇ No-Harassment Policy, provided by my employer, (Supplier Company Name) , and I understand its contents. I understand that, if I feel that I have been harassed, or if I see what I believe is harassment, at any time while I am assigned to work for ▇▇▇▇ ▇▇▇ or any of its affiliates, I will immediately report the alleged harassment to my (Supplier Company Name)
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Related to Reporting 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.

  • 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.

  • Harassment Policy The Employer agrees to provide and promote a harassment free working environment. It is understood and agreed, that the exercising of normal Management rights shall not be considered as job harassment.

  • 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.