Victimisation Sample Clauses
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Victimisation. 9.1 Victimisation is when one employee subjects another employee to a disadvantage because of making, being suspected of making or intending to make, a complaint or an allegation, or giving evidence or information in connection with a complaint or allegation (other than as a respondent). For example, an employee that makes a complaint regarding Harassment should not be treated less favourably due to making that complaint.
9.2 The Company does not tolerate Victimisation, and anyone found to be victimising another employee will be subject to appropriate Disciplinary Action, including suspension or termination of employment where appropriate or justified in the circumstances.
Victimisation. 6.1 Victimisation of an employee on grounds of trade union membership or activity is unlawful (Trade Union and Labour Relations (Consolidation) ▇▇▇ ▇▇▇▇ and Employment Relations Act 1999) and is not acceptable within this Authority. Any employee who believes that they have been victimised because of their trade union membership or activities may seek to challenge this through the school’s grievance procedure.
Victimisation a) where a person is subject to, or is threatened to suffer, any detriment or unfair treatment – because that person has or intends to pursue their legal rights under anti-harassment legislation or under BA Member By-Laws
Victimisation. 6.1 Victimisation, including but not limited to bullying, fighting, intimidation and any display of racism, or religious intolerance, will not be tolerated.
6.2 The policy towards bullying is merely summarised below. JEC has a zero tolerance policy towards bullying. Hurtful incidents, be it verbal or physical in any nature, will not be tolerated. ▇▇▇▇▇▇▇ should support each other by reporting all instances of bullying to a staff member or a prefect. Physical harassment shall be defined as any conduct which threatens or ▇▇▇▇▇ a person physically, or conduct which causes physical distress.
6.3 No firearms, airguns or any kind of weapon may be brought to school under any circumstances.
6.4 Sexual harassment is unacceptable.
Victimisation. Victimisation is also unlawful under the Equality Act 2010. This is where a person is treated less favourably because they have made, supported or raised a complaint under the Equality Act 2010, reported sexual harassment, or because they are suspected of doing so or they have helped someone else to report a case.
Victimisation occurs when an employee is treated less favourably because he/she has, in good faith, done a protected act (e.g. made or supported a complaint, or raised a grievance) regarding a protected characteristic.
Victimisation. Occurs when an employee is treated badly because they have made or supported a complaint or raised a grievance under the Equality Act or because they are suspected of doing so. As a public sector organisation, the University will have due regard to the need to: • Eliminate discrimination, harassment, victimisation and any other conduct that is prohibited under the Act; • Advance equality of opportunity between persons who share a protected characteristic and persons who do not share it; • ▇▇▇▇▇▇ good relations between persons who share a protected characteristics and those who do not. The University’s Single Equality Scheme and Action Plan supports these commitments and highlights how the University will progress equality and diversity. The Scheme is regularly reviewed and reflects the requirements of the Equality Act. In addition, the University is also updating relevant policies and procedures to ensure they too reflect the requirements of the Act. You can expect that any Northumbria trainee or member of staff placed in your organisation will act in accordance with the University’s policies and procedures and any Equality and Diversity Guidelines of your organisation. All students are subject to Student Regulations and, in addition, all students undertaking an initial teacher training programme are required to sign a code of conduct upon induction. Further information can be accessed here: This webpage will signpost students to a range support, including financial, disability, mental health and well being, as well as chaplaincy services. Disability Rights Commission (DRC) ▇▇▇▇://▇▇▇.▇▇▇.▇▇▇.▇▇/ Equal Opportunities Commission (EOC) ▇▇▇▇://▇▇▇.▇▇▇.▇▇▇.▇▇/ All ITE programmes adopt the Northumbria University’s Equality and Diversity Statement. The policies and procedures apply to: the programme trainees external trainees enrolled on any module in the programme staff employed by Northumbria University. Lead school and partner school mentors should apply the policies and the statement in respect of the ways they treat the above groups. It is the responsibility of the lead school mentor to ensure that all those who are involved in a trainee’s school based training are aware of, and adhere to the University’s policies. It is accepted that chains of responsibility, in the event of difficulty or complaint, will be followed according to each institution’s policies: Northumbria University policies for the above groups, and the partnership school’s and Local Au...
Victimisation. Victimisation is defined as treating someone less favourably because of action they have taken under or in connection with legislation for example if someone has made a formal complaint or gives evidence in a third party case.
Victimisation. 9.1 Victimization, including but not limited to bullying, fighting, intimidation and any display of racism, or religious intolerance, will not be tolerated.
9.2 Sexual harassment is unacceptable.
Victimisation. If necessary, the School and the Union will put in place measures to protect a student from discrimination or victimisation because s/he submitted a complaint.