We use cookies on our site to analyze traffic, enhance your experience, and provide you with tailored content.

For more information visit our privacy policy.

Sexual and Racial Harassment Sample Clauses

Sexual and Racial Harassment. The Employer does not tolerate or condone sexual or racial harassment in any form and will take whatever disciplinary action is appropriate in the circumstances, up to and including dismissal, against any Employee who is found to have sexually or racially harassed any other person. The Employee shall be familiar with and abide by the Employer’s written sexual and racial harassment policy as promulgated from time to time.
Sample 1Sample 2Sample 3
Sexual and Racial Harassment. 31.1. The parties to this agreement acknowledge that sexual and racial harassment in the work place are totally unacceptable. 31.2. Sexual harassment is any form of sexual attention which an employee does not enjoy or invite, or which results in an employee feeling uncomfortable or upset. It can be by the employer, fellow employee or customer, and can include: • Offensive jokes, teasing or abuse about sexual matters. • Rude comments or gestures. • Unwanted deliberate physical contact (patting, pinching, or brushing against the employee etc). • Requests or demands for sex (which may include threats or promises about the employee’s job or promotion). • Pornography being displayed.
Sample 1Sample 2
Sexual and Racial Harassment. 29.1. Staff who experience repeated harassment, discrimination, bullying or undesirable behaviour are to report these incidents in the first instance to the Nurse Team Leader. If the matter is not resolved the nurse team leader or the person who has experienced the behaviour complained of will advise the Clinical Nurse Manager of the incident. Offensive and/or persistent non-compliant behaviour shall be dealt with under the NZCR complaints policy.
Sample 1Sample 2
Sexual and Racial Harassment. Employees are encouraged to report to the Employer all cases of sexual and racial harassment which are initiated by individuals who are not identified in Article 27 – Sexual and Personal Harassment.
Sample 1
Sexual and Racial Harassment. The Union and the Employer recognize that sexual and racial harassment are unlawful employment practices in violation of the Ontario Human Rights Code, as amended from time to time. The Code defines sexual harassment as follows: Complaints of alleged harassment involving a member of the bargaining unit will be handled with all possible confidentiality by the Unit Chairperson and the Administrator, or their designates.
Sample 1
Sexual and Racial Harassment. Sexual Harassment (a) Unwanted sexual attention, made by a person who knows or ought reasonably to know that such attention is unwanted; or (b) Implied or expressed promise of reward for complying with a sexual request; or (c) Implied or expressed threat or reprisal, in the form either of actual reprisal or the denial of opportunity, for refusal to comply with a sexual request; or (d) Any sexual remarks and/or behavior, which may reasonably be perceived to create a negative psychological and/or emotional environment for work.
Sample 1
Sexual and Racial Harassment. The Union and the Employer recognise that sexual and racial harassment are unlawful employment practices in violation of the Ontario Human Rights Code. The Code defines sexual harassment as follows: A course of vexatious comment or conduct or a sexual advance or solicitation that is known or ought reasonably to be known to be unwelcome, perpetrated by a person's employer, someone acting for the employer or a co-worker. Complaints of alleged harassment involving a member of the bargaining unit will be handled with all possible confidentiality by the Unit Chairperson and the Administrator, or their designates. Harassment means engaging in a course of vexatious comments or conduct that is known or ought reasonably to be known to be unwelcome. Harassment can be either psychological or physical or it can be a combination of both. It is any behaviour, whether deliberate or negligent which denies individuals their dignity and respect, is offensive, embarrassing or humiliating to the individual, and adversely affects the working environment. Where the alleged harasser is the person who would normally deal with any of the steps of the grievance, the grievance shall automatically be sent forward to the next step.
Sample 1
Sexual and Racial Harassment. The Union and the Employer recognize that sexual and racial harassment are unlawful employment practices in violation of the Ontario Human Rights Code. The Code defines sexual harassment as follows: A course of vexatious comment or conduct or a sexual advance or solicitation that is known or ought reasonably to be known to be unwelcome, perpetrated by a person's employer, someone acting for the employer, or a co-worker. Complaints of alleged harassment involving a member of the bargaining unit will be handled with all possible confidentiality by the Unit Chairperson and the Administrator.
Sample 1

Related to Sexual and Racial Harassment

  • Sexual Harassment CONTRACTOR shall have a Sexual and Gender Identity harassment policy that clearly describes the kinds of conduct that constitutes sexual harassment and that is prohibited by the CONTRACTOR’s policy, as well as federal and state law. The policy should include procedures to make complaints without fear of retaliation, and for prompt and objective investigations of all sexual harassment complaints. CONTRACTOR further agrees to provide annual training to all employees regarding the laws concerning sexual harassment and related procedures pursuant to Government Code 12950.1.

  • 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.

  • Sexual and Personal Harassment The Employer shall provide and the Union and Employees shall support a workplace free from personal or sexual harassment and any other harassment based on the protected characteristics set out in Article 2.

  • Personal Harassment Harassment means engaging in a course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome. Harassment can be either psychological or physical or it can be a combination of both. It is any behaviour, whether deliberate or negligent, which denies individuals their dignity and respect, is offensive, embarrassing or humiliating to the individual and adversely affects the working environment.

  • Sexual Harassment Policy The Contractor and all Subcontractors must have a written sexual harassment prevention policy addressing sexual harassment in the workplace and must provide annual sexual harassment training to all employees.

  • 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.

  • No Harassment Contractor does not engage in unlawful harassment, including sexual harassment, with respect to any persons with whom Contractor may interact in the performance of this Agreement, and Contractor takes all reasonable steps to prevent harassment from occurring.

  • NO DISCRIMINATION/HARASSMENT 4.01 The Employer and the Union agree that there shall be no discrimination, interference, restriction or coercion exercised or practiced with respect to any Employee(s) in the matter of hiring, wage rates, training, upgrading, promotion, transfer, lay- off, recall, discipline, classification, discharge or otherwise by reason of age, race, creed, national origin, religious affiliation, political affiliation, sex, sexual orientation, place of residence, marital status or disability subject to bona fide occupational requirements, family status, colour, ancestry, receipt of public assistance, nor by reason of membership or activity in the Union.

  • Discrimination and Harassment All members of the Appointments Committee shall be supplied with written information about the content and application of relevant federal and provincial legislation, and about University policies, relating to employment equity and federal immigration requirements. In accord with the provisions of the Article Employment Equity, Members shall familiarize themselves with such information as a condition of serving on the Appointments Committee. Furthermore, the Employer shall ensure that the Committee is aware of the relevant legislation and University policies, and the University Librarian or Xxxx and the Members participating in the work of the Committee shall share responsibility for ensuring that the relevant legislation and University policies are followed throughout the deliberations of the Committee. The Committee may call upon the Office of Equity and Human Rights Services for assistance.

  • Harassment and Discrimination The parties agree that the process for dealing with harassment for reasons not specifically prohibited by the Ontario Human Rights Code is an appropriate subject matter at Labour Management Committee meetings. BETWEEN: AND: The Employer agrees that employees may be permitted to transfer at the Employer's discretion from one nursing home to another for their own personal convenience and at their own expense, subject to the following conditions:

Most Referenced Clauses

Most Referenced Definitions