Respectful Behaviour Sample Clauses

Respectful Behaviour. Preventing Nuisance and Harassment
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Respectful Behaviour. 7.1 The Contractor acknowledges the Principal’s zero tolerance towards men’s violence against women in the workplace and the broader community.
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Respectful Behaviour. The Contractor will not permit the Contractor Personnel at the Site to engage in any form of violence, harassment, intimidation, bullying, or any other disparaging or demeaning conduct directed by Contractor Personnel to any other person for any reason including based on any union affiliation or lack of union affiliation, including any verbal communications, written materials, or gestures. The Contractor will have a policy that prevents discrimination on the basis of prohibited grounds as outlined in applicable human rights legislation and the Workers Compensation Act (British Columbia).
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Respectful Behaviour. 1.1 You must show respect to all individuals on UC’s Campuses, including faculty members, staff, students, contractors, and fellow attendees. This includes refraining from any behaviour or language that could be deemed offensive, or discriminatory on the basis of race, gender, sexual orientation, religion, or any other characteristic protected by law.
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Respectful Behaviour. The Contractor acknowledges the Principal’s zero tolerance towards men’s violence against women, and any other form of violence in the workplace and the broader community. The Contractor agrees that, in performing its obligations under the Agreement, the Contractor’s personnel will at all times: act in a manner that is non-threatening, courteous, and respectful; and comply with any instructions, policies, procedures or guidelines issued by the Principal regarding acceptable workplace behaviour. If the Principal believes that the Contractor’s personnel are failing to comply with the behavioural standards specified in this clause, then the Principal may in its absolute discretion: prohibit access by the relevant Contractor’s personnel to the Principal’s premises; and direct the Contractor to withdraw the relevant Contractor’s personnel from providing the Goods or Services.
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Respectful Behaviour. Maintain respectful behaviour, avoiding foul, sexist, or racist language and harassment of BJJ competitors, coaches, or match officials.
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Respectful Behaviour. Project Co will not permit its workers on the Worker Accommodation Area or at the Facility to engage in any form of violence, harassment, intimidation, bullying, or any other disparaging or demeaning conduct directed by a worker to another worker for any reason including based on any union affiliation or lack of union affiliation, including any verbal communications, written materials, or gestures. Project Co will have a policy that prevents discrimination on the basis of prohibited grounds as outlined in applicable human rights legislation and the Workers Compensation Act (British Columbia).
Sample 1
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Respectful Behaviour. The User shall, in its use of the Space, conduct itself in a respectful and businesslike manner and adhere to standards concerning discrimination and harassment consistent with those set out in UVic’s Discrimination and Harassment Policy which is available for viewing at xxxxx://xxx.xxxx.xx/universitysecretary/assets/docs/policies/GV0205_1150_.pdf. Upon request UVic will provide User with a copy of its Discrimination and Harassment Policy.
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Respectful Behaviour. 45.1 The OSHC Provider acknowledges the Minister’s zero tolerance towards men’s violence against women in the workplace and the broader community.
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Related to Respectful Behaviour

  • Respectful Workplace a. The Employer is committed to taking appropriate measures to create and maintain a workplace that is respectful and free from inappropriate workplace behavior for all Agency employees pursuant to the statewide policy titled ‘Maintaining a Professional Workplace Policy’ (50.010.03).

  • PROFESSIONAL BEHAVIOR A. Teachers are expected to comply with reasonable rules, regulations, and directions adopted by the Board, or its representatives, which are not inconsistent with the provisions of this Agreement, provided that a teacher may reasonably refuse to carry out an order which threatens physical safety or well being or is professionally demeaning.

  • 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.

  • Nepotism No employee shall be awarded a position where he/she is to be directly supervised by a member of his/her immediate family. “

  • New Employee Orientation The Union will provide each agency personnel director with the names and addresses of up to two (2) authorized Union representatives per agency to receive notice of each formal orientation meeting held by the Department. The notice will be sent as soon as such meetings are scheduled (but not less than ten (10) days in advance) and will include date, time and location. Due to operational exigencies, agencies may schedule an orientation which will provide the Union with less than the requisite ten (10) days' notice; however the Union shall be notified as soon as possible after the scheduling of the orientation and the Union representative shall be released from duty. Agencies shall routinely schedule orientations in a manner that will allow for the ten (10) day advance notice to the Union. During the formal orientation, the Union will be permitted to give a twenty (20) minute presentation which may include an enrollment in supplemental Union benefits. The parties shall encourage employee attendance, although attendance shall not be mandatory if an employee objects to attending the presentation. In the event a formal orientation meeting is not held, or the Union is unable to attend the formal orientation because the designated Union representatives cannot be released under Article 4, the Employer shall allow the Union representative and the employee(s) to meet during duty hours at a mutually agreed upon time and location for twenty (20) minutes Employee participation in these meetings shall be encouraged although an employee shall not be required to attend such a meeting.

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