Harassment Sexual Harassment. Harassment is defined as an incident or, or series of incidents of unsolicited, unwelcome, disrespectful or offensive verbal or physical behaviour, whether deliberate or unintentional:
Harassment Sexual Harassment a. All employees have the right to work without personal harassment or sexual harassment.
Harassment Sexual Harassment. The Employer and the Union recognize the rights of Employees to work in an environment free from harassment. Where an allegation of harassment has been received by the Employer, it will be investigated.
Harassment Sexual Harassment. 23.01 The Board recognizes that the inherent right of all individuals to be treated with dignity and respect is central to Catholic values and Christian beliefs. As a Catholic educational community it is committed to the creation of a working environment which fosters mutual respect for the dignity and well being of all employees and recognizes that every employee has a fundamental right to a workplace free from harassment. Harassment may include incidents involving unwelcome behaviour which he or she knows or should know is unwelcome and includes, but is not limited to: • Unwanted comments, conduct, suggestions or interference • Various forms of intimidation and aggressive behaviour • Verbal and emotional abuse • Withholding of information necessary to perform one’s duties • “Bullying” – which is an attempt to undermine an individual through criticism, intimidation, hostile verbal and non-verbal communication and interfering actions • Abuse of position/authority – this does not include the normal exercise of supervisory responsibilities, including direction, counselling and discipline when necessary • Jokes, name-calling or displaying material (e.g. posters, cartoons) which demean, embarrass, or humiliate Sexual harassment may include incidents involving unwelcome sexual comment or conduct that intimidates, demeans or offends an individual and includes, but is not limited to: • Unwelcome sexual innuendo • Unwelcome sexual advances • Inappropriate body contact • Request for sexual favours • Display of exploitive material • Leering • Unwelcome questions or comments about a person’s sexual life • Unwelcome comments on a person’s sexual attractiveness or unattractiveness It is understood that incidents involving alleged harassment or sexual harassment, shall be dealt with in accordance with GAP 305, prior to being the subject of a grievance.
Harassment Sexual Harassment. This ARTICLE is an excerpt from the Provincial Collective Agreement between British Columbia Teachers’ Federation and British Columbia Public School Employers’ Association and should be administered in accordance with the manual.
Harassment Sexual Harassment. E.7.1 The employer recognizes the right of all persons to work in an environment free from harassment and sexual harassment.
Harassment Sexual Harassment. Hospital is committed to maintaining a work environment free of harassment in accordance with the SCH Harassment Policy, as set forth in the SCH Handbook, a copy of which is provided to each employee of Hospital during employee orientation and subsequently when updated. In accordance with this commitment and the Harassment Policy, Hospital will not tolerate harassment, including any sexual harassment, of employees by anyone, including any manager, co-worker, vendor, visitor or patient at Hospital or any other third party. Sexual harassment includes any unwelcomed sexual advances, requests for sexual favors, or any other conduct of a sexual nature. The SCH Harassment Policy prohibits sexual harassment and sets forth a protocol whereby complaints may be address in a manner consistent with the law and due process.
Harassment Sexual Harassment. 22.01 The Union and the Board recognize the right of the employees to work in an environment free from sexual harassment, and the Board undertakes to discipline any person employed by the Board engaging in the sexual harassment of another employee.
Harassment Sexual Harassment. Hospital is committed to maintaining a work environment free of harassment in accordance with the NAH Harassment Policy, as set forth in the NAH Handbook, a copy of which is provided to each employee of Hospital during employee orientation and subsequently when updated. In accordance with this commitment and the Harassment Policy, Hospital will not tolerate harassment, including any sexual harassment, of employees by anyone, including any manager, co-worker, vendor, visitor or patient at Hospital or any other third party. Sexual harassment includes any unwelcomed sexual advances, requests for sexual favors, or any other conduct of a sexual nature. The NAH Harassment Policy prohibits sexual harassment and sets forth a protocol whereby complaints may be address in a manner consistent with the law and due process.
Harassment Sexual Harassment. 20:01 The Museum and the Union agree that harassment will not be tolerated in the workplace or in connection with the workplace, and the Museum’s Policy and Manitoba Provincial Legislation on harassment must be adhered to.
