TITLE IX SEXUAL HARASSMENT AND SEXUAL VIOLENCE EDUCATION AND TRAINING Sample Clauses

TITLE IX SEXUAL HARASSMENT AND SEXUAL VIOLENCE EDUCATION AND TRAINING. The College affirms its commitment to maintaining its policies and procedures and to operate its program and activities in compliance with Title IX. The College also affirms its commitment to publicizing, disseminating and providing a comprehensive education and prevention program that informs the College community about the College’s Title IX policies and procedures, with ongoing efforts toward strengthening individual knowledge and skills, educating students and responsible employees, and devoting resources to education and prevention. The College will provide education, prevention, and training as described below.
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TITLE IX SEXUAL HARASSMENT AND SEXUAL VIOLENCE EDUCATION AND TRAINING. The University is committed to continuing to publicize, disseminate and provide a comprehensive education and prevention program that informs the University community about the University’s Title IX policies and procedures, with continuous efforts toward strengthening individual knowledge and skills; educating responsible employees; fostering coalitions and networks both on-campus and in the greater community; and devoting resources to education and prevention. The University will ensure the continuation of its education, prevention, and training efforts. Employee Training: By June 30, 2018 and at least annually thereafter, the University will continue to deliver education and training programs to employees, including those offered generally and those provided to specific employees or identified groups of employees responsible for recognizing and reporting knowledge of potential incidents of sexual misconduct, as well as specialized training for employees involved in receiving, coordinating, investigating, adjudicating and otherwise addressing reports of sexual misconduct. Student Training: By June 30, 2018 and at least annually thereafter, the University will continue to deliver education and training programs to students, including those offered generally and those provided to specific students or identified groups of students, such as new, transfer, and graduate students. Such trainings generally cover the rights and responsibilities of students, the University’s policies and procedures, where and how to report incidents of sexual harassment or sexual violence, definitions of prohibited conduct, information about consent, and other relevant information. As is its current practice, the University will identify any additional training and provide tailored content that may be appropriate or necessary for specific groups, including but not limited to, registered student organizations (RSOs), fraternities and sororities (Greek Organizations), and student athletes (Athletics).
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Related to TITLE IX SEXUAL HARASSMENT AND SEXUAL VIOLENCE EDUCATION AND TRAINING

  • Workplace Violence Prevention and Crisis Response (applicable to any Party and any subcontractors and sub-grantees whose employees or other service providers deliver social or mental health services directly to individual recipients of such services): Party shall establish a written workplace violence prevention and crisis response policy meeting the requirements of Act 109 (2016), 33 VSA §8201(b), for the benefit of employees delivering direct social or mental health services. Party shall, in preparing its policy, consult with the guidelines promulgated by the U.S. Occupational Safety and Health Administration for Preventing Workplace Violence for Healthcare and Social Services Workers, as those guidelines may from time to time be amended. Party, through its violence protection and crisis response committee, shall evaluate the efficacy of its policy, and update the policy as appropriate, at least annually. The policy and any written evaluations thereof shall be provided to employees delivering direct social or mental health services. Party will ensure that any subcontractor and sub-grantee who hires employees (or contracts with service providers) who deliver social or mental health services directly to individual recipients of such services, complies with all requirements of this Section.

  • Bullying and Harassment Neither DFMC nor you will engage in behaviour that is, or may be reasonably considered to be, intimidating, bullying or harassing or commit any act or behaviour which is offensive or abusive in connection with this Contract. If you are in breach of this clause, DFMC may suspend the collection of your milk for a period of 5 days or until such time as DFMC determines (acting reasonably) that the behaviour has been rectified.

  • Harassment Sexual Harassment a. All employees have the right to work without personal harassment or sexual harassment.

  • 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.

  • Orientation and Training A transferring employee will be orientated separately to both or their new home in accordance with Article 20 the collective agreement of the designated employer.

  • Sexual Harassment (a) The Union and the Employer recognize the right of employees to work in an environment free from sexual harassment. The Employer shall take such actions as are necessary respecting an employee engaging in sexual harassment.

  • 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.

  • Employee Orientation Each and every person working for a contractor, including sub- contractors, will be given an orientation to familiarize them with the site safety program. Unless otherwise specified, each sub-contractor is responsible for the orientation of their workers.

  • ANTI DISCRIMINATION AND ANTI HARASSMENT Contractor and/or any subcontractor shall not unlawfully discriminate against or harass any individual including, but not limited to, any employee or volunteer of the County of Marin based on race, color, religion, nationality, sex, sexual orientation, age or condition of disability. Contractor and/or any subcontractor understands and agrees that Contractor and/or any subcontractor is bound by and will comply with the anti discrimination and anti harassment mandates of all Federal, State and local statutes, regulations and ordinances including, but not limited to, County of Marin Personnel Management Regulation (PMR) 21.

  • Discrimination and Harassment 3.01 The Company shall not discriminate against an employee because of membership in the Union or because of activities authorized herein on behalf of the Union.

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