Response to Harassment Sample Clauses
The Response to Harassment clause outlines the procedures and obligations for addressing incidents of harassment within an organization or contractual relationship. Typically, it specifies how complaints should be reported, the steps for investigating allegations, and the potential consequences for those found responsible. By establishing a clear process for handling harassment, this clause helps ensure a safe environment and provides a mechanism for resolving issues promptly and fairly.
Response to Harassment. Any employee who believes that he/she has been the victim of verbal, or physical harassment shall use the grievance process to seek redress. If the person against whom the employee is complaining reports to the Managing Directors, then the grievance is to be filed directly with a Managing Director.
Response to Harassment. Any counsel who believes that he/she has been the victim of personal harassment shall use the grievance process to seek redress. If the Regional Manager or Director of Legal Services is the person against whom counsel is complaining, then the grievance is to be filed directly with a Managing Director.
Response to Harassment. An employee who is determined to be guilty of harassment following an investigative procedure may be subject to discipline up to and including discharge.
Response to Harassment. Upon notice of any future incident of possible sex-based harassment against the Student, or of any other student by the campus police, including harassment based upon sexual stereotyping, the College will provide OCR with documentation describing the alleged conduct, how the College received notice of the conduct, and the College’s response, including investigative steps, factual findings, conclusions as to whether harassment occurred, and steps taken to stop the harassment, prevent its recurrence, and address its impact. This provision will be in effect for a period of one year from the date of execution of this Agreement.