Sexual and Other Harassment. PVPA employees have the right to work in an atmosphere free from all forms of harassment from co-workers, supervisors or managers, Board members, students or family members, or consultants, contactors or vendors of PVPA or any other individuals working or visiting PVPA. This prohibition covers conduct occurring in the workplace and in any work-related setting. Definition of sexual harassment
Sexual and Other Harassment. There are, and since the Lookback Date have been, no Legal Proceedings pending or, to the Company’s Knowledge, threatened against the Company or any of its Subsidiaries regarding any allegations of sexual harassment, sexual misconduct, or other illegal harassment by any current or former director, officer, employee, or independent contractor of the Company or any of its Subsidiaries. Since the Lookback Date, neither the Company nor any of its Subsidiaries have entered into any settlement agreements related to allegations of sexual harassment, sexual misconduct, or other illegal harassment by any current or former director, officer, employee, or independent contractor of the Company or any of its Subsidiaries.
Sexual and Other Harassment. .01 The Employer and the Union are committed to maintaining a work environment free from sexual and/or other harassment, whether by employees, supervisors, managers, vendors, agents or patrons.
Sexual and Other Harassment. The Company and each of its Subsidiaries have promptly, thoroughly and impartially investigated all sexual harassment or other discrimination, retaliation or policy violation allegations of which they are or have been made aware. With respect to each such verified allegation, the Company and its Subsidiaries have taken prompt corrective action reasonably calculated to prevent further improper action. Neither the Company nor any of its Subsidiaries reasonably expect any material liabilities with respect to any such allegations. To the Company’s Knowledge, there are no allegations of harassment or discrimination relating to officers, directors, employees, contractors or agents of the Company or its Subsidiaries that, if known to the public, would bring the Company or its Subsidiaries into material disrepute.
Sexual and Other Harassment. 1. Consistent with the University policy on Sexual Harassment, which is appended and incorporated by reference into this Agreement, the University shall provide bargaining unit members with a work environment free of sexual harassment or other harassment.
Sexual and Other Harassment. The Employer and the Union agree that all personnel have the right to work without sexual and other personal harassment and to that end agree to use their best effort to prevent any sexually oriented practice or personal harassment that undermines an employee’s health, job performance, productivity or endangers her employment status or potential for promotion.
Sexual and Other Harassment. 10.01 The parties agree that individuals should be able to work and study in an environment free from sexual or other harassment.
Sexual and Other Harassment. (a) The Employer and the Union agree that all personnel have the right to work without sexual and other personal harassment and to that end agree to use their best effort to prevent any sexually oriented practice or personal harassment that undermines an employee’s health, job performance, productivity or endangers her employment status or potential for promotion. Where the alleged harasser is the person who would normally deal with the first step of a harassment grievance, the complaint will be forwarded to the alleged harasser’s Supervisor.
Sexual and Other Harassment. The District is committed to providing a work environment that is free of illegal discrimination and harassment. This policy applies to employees, customers, vendors and visitors. Such behavior is illegal as well as inappropriate. Actions, words, jokes, or comments based on an individual’s sex, race, ethnicity, age, religion, or any other legally protected characteristic will not be tolerated in the workplace, after work, or on social networking sites. As an example, harassment of any type (both overt and subtle) is a form of employee misconduct that is demeaning to another person, undermines the integrity of the employment relationship, and is strictly prohibited. Sexual harassment may involve a variety of unwanted, unwelcome and repeated behaviors such as: • Sexually suggestive statements or questions; • Offensive jokes; • Sexual innuendoes; • Offensive touching or patting; and/or • Sexual bribery. The above-stated behaviors are considered sexual harassment when: • Submitting to advances is a term or condition of employment; • Submitting to or rejecting advances affects employment decisions; and/or • Such conduct creates an intimidating, hostile or offensive working environment that interferes with job performance. Any incident of sexual or other harassment should promptly be reported to the employee’s supervisor. If the supervisor is unavailable or the employee believes it would be inappropriate to contact that person, he or she should immediately contact the HR Manager. All employees can raise concerns and make reports without fear of reprisal. Any supervisor who becomes aware of possible sexual or other harassment should promptly advise the HR Manager, who will make sure an investigation is conducted and will handle the matter in a timely and appropriately confidential manner. Upon completion of the investigation, the complaining employee will be privately advised of management’s findings and the manner in which the District intends to resolve the problem. The complaining employee’s input regarding remedial action will be given due consideration. The District recognizes that the question of whether a particular action or incident is a purely personal, social matter without a discriminatory employment effect requires a factual determination based on all of the circumstances. The District also recognizes that false accusations of sexual or other harassment can have serious effects on innocent women and men. Intentionally false allegations may, therefore...
Sexual and Other Harassment
