Harassment Prevention. 38.1 Employees should refer in the first instance to the provisions and procedures specified in the employer’s Harassment Policy. The employee’s attention is also drawn to clause 39 Resolution of Employment Relationship Problems. Harassment can take many forms, including sexual harassment, bullying, racial harassment, violence, and other forms of intimidating behaviour.
Harassment Prevention. 40.1 The parties recognise that harassment in the workplace is totally unacceptable. It is the responsibility of the employee to familiarise themselves with the relevant policy on harassment and the responsibility of the employer to communicate the extent of this policy and make it accessible to all employees.
Harassment Prevention. The Employer shall maintain a working environment which is free from all forms of harassment, including, sexual, racial and abuse of authority harassment. The Employer’s harassment prevention policy shall act as a guide to employees in adhering to legal and social guidelines regarding the recognition and prevention of harassment. An Employee shall have the right to consult the Union and to receive its counsel at any point in the process. In the event that the Employer proposes to change, amend or revise the policy it will discuss such changes, amendments and revisions with the representatives of the Union at a joint management/union meeting for this purpose. The Union will be allowed to make recommendations to the Employer at such a meeting and immediately thereafter.
Harassment Prevention. The District supports a school and workplace climate that is conducive to teaching and learning that is free from harassment. Harassment is defined as unwelcomed or unsolicited verbal, physical, or sexual conduct which creates an intimidating, hostile, or offensive workplace. It may include any written or verbal expression, or physical or electronic act or gesture or a pattern thereof that is intended to coerce, intimidate, or cause any physical, mental, or emotional harm to any employee.
Harassment Prevention. Every employee has the right to work in an environment free of discrimination and harassment. This right includes the responsibility to eliminate harassment in our workplace, either as a participant or as an observer. This statement of intent outlines the commitment of Petro-Canada Lubricants and CEP Local 593, to endeavor to provide a harassment free workplace and will act as a guide to employees in adhering to legal and social guidelines regarding the recognition and prevention of harassment. This statement exists to underline the seriousness of workplace harassment and to establish that there is no acceptable level of harassment at Petro-Canada Lubricants Centre. Employees who feel that they are being harassed are encouraged to seek protection through the appropriate policies and procedures.
Harassment Prevention. 39.01 Association and the Employer recognize the right of employees to work in an environment free from harassment.
Harassment Prevention. It is understood and agreed, between the parties, that the following are the terms of reference, for harassment investigations that take place under Article 39. The Association and the employer have agreed that the following process will guide the investigation of harassment grievances filed under this Letter of Understanding.
Harassment Prevention. (a) All employees have the right to work in an environment free from harassment. “
Harassment Prevention. Both parties signatory to the Collective Agreement are committed to a workplace free of Harassment. Both parties shall endeavour to ensure that all employees occupying a position covered by the scope of this Agreement act accordingly. The Employer shall endeavour to ensure that the employees occupying a position not covered by the scope of this Agreement act accordingly. A copy of the Harassment Prevention Policy set by Delta Hotels will be supplied to the Union and posted within the hotel.
Harassment Prevention. Employees should refer in the first instance to the provisions and procedures specified in the employer’s Harassment Policy. The employee’s attention is also drawn to clause 33 Resolution of Employment Relationship Problems. Harassment can take many forms, including sexual harassment, bullying, racial harassment, violence, and other forms of intimidating behaviour. Sexual harassment is verbal or physical behaviour of a sexual nature, which is unwelcome to the receiver and is embarrassing or intrusive. It affects morale, work effectiveness and the right to enjoy a good working environment. Some types of behaviour constituting sexual harassment are listed below:
