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.
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 –
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.
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
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.
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.
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)