Common use of Bullying Clause in Contracts

Bullying. Xxxxxxxxx County is dedicated to promoting a positive working environment free of physical or verbal harassment, “bullying”, or discriminatory conduct of any kind. Specifically, the County prohibits employees from “bullying” one another. For purposes of this policy, “bullying” refers to repeated, unreasonable actions of individuals (or a group) directed towards an employee (or a group of employees), which is intended to intimidate the employee(s). Examples of bullying include but are not limited to:  Being treated differently than the rest of your work group without cause;  Physical aggression whether to the person, property, or his/her workspace;  Nov-verbal threatening gestures/glances which can convey threatening messages;  Exclusion or social isolation;  Being the target of practical jokes and/or rumors/gossip in order to intimidate or subjugate. Every employee, regardless of title or job held, is responsible for creating and ensuring an atmosphere free of bullying, discrimination and harassment. Further, all employees are responsible for respecting the rights of their co-workers and adhering to the letter and spirit of this policy. If an employee feels they are being bullied, it is the employee’s responsibility to report it to his/her supervisor. If the employee does not agree with the supervisor’s solution to the complaint, the Union may grieve the decision starting at step 1. If no agreement can be reached through step 2 of the grievance process, the Union may appeal to the Human Resources Director following the timeline outlined in Step 3 of the grievance procedure. The Human Resources Director’s decision is final and cannot be grieved further. If the employee feels they are being bullied by a Supervisor/Director, the grievance process may start on step 2 and progress as prescribed above.

Bullying. Xxxxxxxxx County is dedicated to promoting a positive working environment free of physical or verbal v erbal harassment, “bullying”, or discriminatory conduct of any kind. Specifically, the County prohibits p rohibits employees from “bullying” one another. For purposes of this policy, “bullying” refers to repeated, unreasonable actions of individuals (or a group) directed towards an employee (or a group of employees), which is intended to intimidate the employee(s). Examples of bullying include but are not limited to:  Being treated differently than the rest of your work group without cause;  Physical aggression whether to the person, property, or his/her workspace;  Nov-verbal threatening gestures/glances which can convey threatening messages;  Exclusion or social isolation;  Being the target of practical jokes and/or rumors/gossip in order to intimidate or subjugate. Every employee, regardless of title or job held, is responsible for creating and ensuring an atmosphere free of bullying, discrimination and harassment. Further, all employees are responsible for respecting the rights of their co-workers and adhering to the letter and spirit of this policy. If I f an employee feels they are being bullied, it is the employee’s responsibility to report it to his/her supervisor. If the employee does not agree with the supervisor’s solution to the complaint, the Union may grieve the decision starting at step 1. If no agreement can be reached through step 2 of the grievance process, the Union may appeal to the Human Resources Director following the timeline outlined in Step 3 of the grievance procedure. The Human Resources Director’s decision is final and cannot be grieved further. If the employee feels they are being bullied by a Supervisor/Director, the grievance process may start on step 2 and progress as prescribed above.

Bullying. Xxxxxxxxx County is dedicated to promoting a positive working environment free of physical or verbal harassment, “bullying”, or discriminatory conduct of any kind. Specifically, the County prohibits employees from “bullying” one another. For purposes of this policy, “bullying” refers to repeated, unreasonable actions of individuals (or a group) directed towards an employee (or a group of employees), which is intended to intimidate the employee(s). Examples of bullying include but are not limited to:  • Being treated differently than the rest of your work group without cause;  • Physical aggression whether to the person, property, or his/her workspace;  • Nov-verbal threatening gestures/glances which can convey threatening messages;  • Exclusion or social isolation;  • Being the target of practical jokes and/or rumors/gossip in order to intimidate or subjugate. Every employee, regardless of title or job held, is responsible for creating and ensuring an atmosphere free of bullying, discrimination and harassment. Further, all employees are responsible for respecting the rights of their co-workers and adhering to the letter and spirit of this policy. If an employee feels they are being bullied, it is the employee’s responsibility to report it to his/her supervisor. If the employee does not agree with the supervisor’s solution to the complaint, the Union may grieve the decision starting at step 1. If no agreement can be reached through step 2 of the grievance process, the Union may appeal to the Human Resources Director following the timeline outlined in Step 3 of the grievance procedure. The Human Resources Director’s decision is final and cannot be grieved further. If the employee feels they are being bullied by a Supervisor/Director, the grievance process may start on step 2 and progress as prescribed above.