Common use of Workplace Harassment Defined Clause in Contracts

Workplace Harassment Defined. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably be know to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as: sex, disability, race, colour, sexual orientation or other prohibited grounds. At Canada Inc. all employees are expected to treat others with courtesy and consideration and to discourage harassment. The workplace is defined as any Company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms, and parking lots. Workplace harassment includes, but is not limited to, the following examples: Unwelcome remarks, jokes, innuendoes or taunting about another’s body, attire, sex, disability, racial or ethnic background, sexual orientation, etc., which cause awkwardness or embarrassment. Displaying visuals of a sexual, racial or otherwise offensive nature such as pornographic pictures, posters, cartoons or simulation of body parts. Leering (suggestive staring) or other gestures. Unnecessary physical contact such as touching, patting or pinching. Sexual solicitation or advance made with implied reprisals if rejected. Refusing to work or share facilities with another employee because of the other’s sex, disability, sexual orientation, racial, religious or ethnic background. Backlash or retaliation for the lodging of a complaint or participation in an investigation. Properly discharged supervisory responsibilities including disciplinary action, or conduct that does not interfere with a climate of understanding and respect for the dignity and worth of Canada Inc. employees are not considered harassment. Neither is this policy meant to inhibit free speech or interfere with the normal social relations that are a par-t of life in this If an employee believes that the employee has been harassed, that employee should: tell the alleged harasser(s) to stop; document the event(s), complete with the time, date, location, names of witnesses and details for each event, If the harassment does not stop at this point, or if the harassed employee does not feel able to approach the alleged harasser directly, that employee should: immediately report the harassment to the employee’s Union Representative and/or Supervisor, or if this is not appropriate, to the local Equity Representative, Personnel Manager, or designate of the Vice President Human Resources.

Workplace Harassment Defined. Harassment is defined as a “"course of vexatious comment or conduct that is known or ought reasonably be know to be unwelcome”", that denies individual dignity and respect on the basis of the grounds such as: sex, disability, race, colour, sexual orientation or other prohibited grounds. At Chrysler Canada Inc. Ltd. all employees are expected to treat others with courtesy and consideration and to discourage harassment. The workplace is defined as any Company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms, and parking lots. Workplace harassment includes, but is not limited to, the following examples: - Unwelcome remarks, jokes, innuendoes or taunting about another’s 's body, attire, sex, disability, racial or ethnic background, sexual orientation, etc., which cause awkwardness or embarrassment. - Displaying visuals of a sexual, racial or otherwise offensive nature such as pornographic pictures, posters, cartoons or simulation of body parts. - Leering (suggestive staring) or other gestures. - Unnecessary physical contact such as touching, patting or pinching. - Sexual solicitation or advance made with implied reprisals if rejected. - Refusing to work or share facilities with another employee because of the other’s 's sex, disability, sexual orientation, racial, religious or ethnic background. - Backlash or retaliation for the lodging of a complaint or participation in an investigation. Properly discharged supervisory responsibilities including disciplinary action, or conduct that does not interfere with a climate of understanding and respect for the dignity and worth of Chrysler Canada Inc. Ltd. employees are not considered harassment. Neither is this policy meant to inhibit free speech or interfere with the normal social relations that are a par-t part of life in this organization. If an employee believes that the employee has been harassed, that employee should: - tell the alleged harasser(s) to stop; - document the event(s), complete with the time, date, location, names of witnesses and details for each event, . If the harassment does not stop at this point, or if the harassed employee does not feel able to approach the alleged harasser directly, that employee should: - immediately report the harassment to the employee’s 's Union Representative and/or Supervisor, or if this is not appropriate, to the local Equity Representative, Personnel Depot Manager, or designate of the Vice President - Human Resources.

Workplace Harassment Defined. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably be know known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as: sex, disability, race, colour, sexual orientation or other prohibited grounds. At Chrysler Canada Inc. Ltd. all employees are expected to treat others with courtesy and consideration and to discourage harassment. The workplace is defined as any Company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms, and parking lots. Workplace harassment includes, but is not limited to, the following examples: Unwelcome remarks, jokes, innuendoes or taunting about another’s body, attire, sex, disability, racial or ethnic background, sexual orientation, etc., which cause awkwardness or embarrassment. Displaying visuals of a sexual, racial or otherwise offensive nature such as pornographic pictures, posters, cartoons or simulation of body parts. Leering (suggestive staring) or other gestures. Unnecessary physical contact such as touching, patting or pinching. Sexual solicitation or advance made with implied reprisals if rejected. Refusing to work or share facilities with another employee because of the other’s sex, disability, sexual orientation, racial, religious or ethnic background. Backlash or retaliation for the lodging of a complaint or participation in an investigation. Properly discharged supervisory responsibilities including disciplinary action, or conduct that does not interfere with a climate of understanding and respect for the dignity and worth of Canada Inc. employees are not considered harassment. Neither is this policy meant to inhibit free speech or interfere with the normal social relations that are a par-t part of life in this If an employee believes that the employee has been harassed, that employee should: tell Tell the alleged harasser(s) to stop; document . Document the event(s), complete with the time, date, location, names of witnesses and details for each event, . If the harassment does not stop at this point, or if the harassed employee does not feel able to approach the alleged harasser directly, that employee should: immediately . Immediately report the harassment to the employee’s Union Representative and/or Supervisor, or if this is not appropriate, to the local Equity Representative, Personnel Manager, or designate of the Vice President Human Resources.