Workplace Harassment Policy definition

Workplace Harassment Policy. For administrative purposes, the terms of reference for the investigation process are contained in the Letter of Understanding, as found in this agreement.
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Workplace Harassment Policy means the workplace harassment policy adopted by the executive committee of the legislative council pursuant to the joint rules.
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Workplace Harassment Policy has such meaning as is set out in paragraph 1.5 of Schedule 8 (Equality and Diversity). SCHEDULE 2 Statement of Requirements 1 OVERVIEW OF SERVICES
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Examples of Workplace Harassment Policy in a sentence

  • Unlawfully harass a fellow worker or member of the public at any time while in active service at Bonner County, as outlined in the Discriminatory Workplace Harassment Policy and Complaint Procedure below.

  • The Company has agreed to review, update and reprint the joint Workplace Harassment Policy and Procedure in the Employee Guide.

  • The Company has agreed to review, update and reprint the joint Workplace Harassment Policy and Procedure in the Employee Handbook.

  • If the dispute involves a potential Workplace Harassment or Workplace Violence situation, then the investigation must be completed pursuant to the Workplace Violence and Workplace Harassment Policy before consideration is given to ADR.

  • It is agreed that this procedure is an alternative to the grievance procedure and that complaints should not be pursued through both the grievance procedure and the Workplace Harassment Policy procedure.

  • The Employer and the Union recognize that the Workplace Harassment Policy forms part of this Agreement.

  • The company has agreed to develop a Workplace Harassment Policy and Procedure booklet.

  • SMC 4.04.050 and subsequent revisions thereto, Rule-making Authority SMC 4.80.020 and subsequent revisions thereto, Affirmative Action Plan—Policy SMC Chapter 14.04 and subsequent revisions thereto, Fair Employment Practices Ordinance Council Resolution 30291 and subsequent revisions thereto, Workplace Harassment Policy and Investigation Procedures Mayor's Executive Order Affirming All Employees' Right to a Workplace Free from Harassment Title VII, Civil Rights Act, 42 U.S.C. 2000e, et seq.

  • Unlawfully harass a fellow worker or member of the public at any time while in the Teton County active service (see the County’s Workplace Harassment Policy in Section VI, F).

  • If the complaint or conflict is related to a disability as defined by the Americans with Disabilities Act, or is related to a claim of harassment or discrimination based on race, color, religion, sex, national origin, age, citizenship, or veteran’s status, the employee should file a complaint under the County’s Discriminatory Workplace Harassment Policy (Section VII).


More Definitions of Workplace Harassment Policy

Workplace Harassment Policy has the meaning set out in paragraph 1.6 of Schedule 24 (Equality and Diversity); and
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Workplace Harassment Policy has such meaning as is set out in paragraph 1.5 of Schedule 8 (Equality and Diversity). Schedule 2 – Statement of Requirements Enforcement Agent Services Agreement Page 1 of 57 CCS0000149230 SCHEDULE 2 Statement of Requirements 1 OVERVIEW OF SERVICES 1.1 The Service Provider shall maintain adequate facilities, resources and Personnel to effectively perform Enforcement Action in England, Wales and Scotland, as required, receive Payments and respond to Customer enquiries. This shall include, but not be limited to:
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Workplace Harassment Policy. The Employer is committed to maintaining a work environment that is free of discrimination. In keeping with this commitment, the Employer will not tolerate harassment of employees by anyone, including any supervisor, co-worker, vendor, client, or customer of the Employer. It is understood and agreed, that the exercising of normal management rights shall not be considered as harassment. Harassment consists of unwelcome conduct, whether verbal, physical, or visual, that is based on a person’s protected status, such as sex, sexual orientation, colour, race, ancestry, religion, national origin, age, physical disability, marital status,, citizenship status, or other protected group status. The Company will not tolerate harassing conducted that affects tangible job benefits, that interferes unreasonably with an individual’s work performance, or that creates an intimidating , hostile, or offensive working environment. Sexual harassment deserves special mention. Unwelcome sexual advances, requests for sexual favors and other physical, verbal, or visual conduct based on sex, constitute sexual harassment when: (1) submission to the conduct is an explicit or implicit term or condition of employment; (2) submission to or rejection of the conduct is used as the basis for an employment decision; or (3) the conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment. Sexual harassment may include unwanted sexual advances, offering employment benefits in exchange for sexual favors, making or threatening reprisals after a negative response to sexual advances; visual conduct; leering; making sexual gestures; displaying of sexually suggestive objects or pictures, cartoons, or posters; verbal conduct: sexual innuendoes, sexually oriented “kidding” or “teasing”, “practical jokes” about gender specific traits, making or using derogatory or suggestive comments, epithets, or slurs, verbal sexual advances or propositions, verbal abuse of a sexual nature, graphic verbal commentaries about an individual’s body, sexually degrading words used to describe an individual, suggestive or obscene letters, notes, or invitations; physical conduct: touching, patting, pinching, brushing against another’s body, assault, impeding or blocking movements. A person who considers that she or he has been subjected to workplace harassment is encouraged to bring the matter to the attention of th...
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Related to Workplace Harassment Policy

  • Workplace Harassment means engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome”. Ref: Occupational Health and Safety Act, Sec. 1 (1). The employee rights set out above shall be interpreted within the context of the Ontario Human Rights Code. An employee who believes that she has been harassed, contrary to this provision shall be encouraged by both parties to follow the Employer’s policy on harassment and process. Failing resolution, an employee may follow the process set out in the Complaint, Grievance and Arbitration procedure in Article 8 of the Collective Agreement. The employee shall be encouraged by both parties to exhaust these processes prior to filing a complaint with the Ontario Human Rights Commission.

  • Workplace violence means any incident in which an employee is abused, threatened or assaulted during the course of his or her employment, and includes but is not limited to all forms of harassment, bullying, intimidation and intrusive behaviours of a physical or emotional nature.

  • Workplace safety means those conditions related to physical health and safety of employees enforceable under federal or state law, or District rule related to: safety of the physical work environment, the safe operation of workplace equipment and tools, provision of protective equipment, training and warning requirements, workplace violence and accident risk.

  • Workplace means a place at which, on an average, twenty or more workers are employed.

  • Company Privacy Policy means each external or internal, past or present privacy policy of the Company, including any policy relating to (i) the privacy of users of the Company Products or of any Company Website, (ii) the collection, storage, disclosure, and transfer of any User Data or Personal Data, and (iii) any employee information.

  • Privacy Policy means the terms which set out how we will deal with confidential and personal information received from you via the Website;

  • Company Privacy Policies means all current and, to the extent applicable, prior public or internal policies, procedures and representations of the Company or its Subsidiaries to the extent relating to data security or the Processing of Personally Identifiable Information, including the Data Protection Program.

  • Sexual harassment means conduct on the basis of sex that satisfies one or more of the following:

  • Exposed workplace means any work location, working area, or common area at work used or accessed by a COVID-19 case during the high-risk period, including bathrooms, walkways, hallways, aisles, break or eating areas, and waiting areas. The exposed workplace does not include buildings or facilities not entered by a COVID-19 case.

  • Privacy Policies means all published, posted and written internal policies, procedures, agreements and notices with respect to the Company’s collection, use, storage, disclosure, or cross-border transfer of Personal Data.

  • Harassment means engaging in a course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome". ref: Ontario Human Rights Code, Sec. 10 (1)

  • Code of Conduct means the Code of Conduct for Persons Licensed by or Registered with the SFC.

  • Sexual abuse means actual or threatened physical intrusion of a sexual nature, whether by force or under unequal or coercive conditions.

  • Group Policy /”policy” means the breakdown policy as set out in this document;

  • Large Workplace means a place at which on an average, 500 or more workers are employed.

  • Employee Handbook means the employee handbook applicable to all employees of Infosys during the entire tenure of their employment.

  • Ethics means a set of principles governing the conduct of all persons governed by these rules.

  • Drug Free Workplace Act Party will assure a drug-free workplace in accordance with 45 CFR Part 76. Lobbying: No federal funds under this agreement may be used to influence or attempt to influence an officer or employee of any agency, a member of Congress, an officer or employee of Congress, or an employee of a member of Congress in connection with the awarding of any federal contract, continuation, renewal, amendments other than federal appropriated funds.

  • Drug-free workplace means a site for the performance of work done in connection with a specific contract at which the employees of the Contractor are prohibited from engaging in the unlawful manufacture, distribution, dispensing, possession, or use of a controlled substance.

  • Abusive conduct means verbal, nonverbal, or physical conduct of a parent or student directed toward a school employee that, based on its severity, nature, and frequency of occurrence, a reasonable person would determine is intended to cause intimidation, humiliation, or unwarranted distress.

  • Sexual conduct means vaginal intercourse between a male and female; anal intercourse, fellatio, and cunnilingus between persons regardless of gender; and, without privilege to do so, the insertion, however slight, of any part of the body or any instrument, apparatus, or other object into the vaginal or anal cavity of another. Penetration, however slight, is sufficient to complete vaginal or anal intercourse.

  • Alcohol abuse means any pattern of pathological use of alcohol that causes impairment in social or occupational functioning, or that produces physiological dependency evidenced by physical tolerance or by physical symptoms when it is withdrawn.

  • Health insurance policy means a policy that provides specified benefits for hospital and/or general treatment and meets all requirements under section 63-10 of the Private Health Insurance Act 2007.

  • SAP Policies means the operational guidelines and policies applied by SAP to provide and support the Cloud Service as incorporated in an Order Form.

  • Employee Liability Information means the information which a transferor is obliged to notify to a transferee pursuant to Regulation 11(2) of TUPE regarding any person employed by him who is assigned to the organised grouping of resources or employees which is the subject of a relevant transfer and also such employees as fall within Regulation 11(4) of TUPE;

  • Business Travel Policy means our business travel policy. A copy of our current Business Travel Policy is attached as Schedule 1 to Exhibit B.