Examples of Harassment Sample Clauses

Examples of Harassment. Examples of harassment are:  verbal abuse or threats;  unwelcome remarks, jokes, innuendoes or taunting about a person's body, attire, age, marital status, ethnic or national origin, religion, sexuality, etc;  displaying of pornographic, racist or other offensive or derogatory pictures, cartoons or printed matter;  practical jokes which cause awkwardness or embarrassment;  unwelcome invitations or requests, whether indirect, explicit or intimidating;  leering or other gestures;  unnecessary physical contact such as touching, patting, pinching or punching;  physical assault; and  bullying.
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Examples of Harassment. Harassment includes but is not limited to the following examples:  racial or ethnic slurs  written or verbal abuse or threats  physical or sexual assault  unwelcome sexual remarks, invitations or requests  unwelcome remarks, jokes, taunts, suggestions about a person's body, attire, age, marital status, health, ethnic or racial origin, religion, sexual orientation, etc.  displays of pornographic, sexist, racist or other offensive or derogatory material (e.g. graffiti or pictures contrary to Xxxxxx House’s values and ethics)  leering (suggestive staring) or other offensive gestures  unnecessary physical contact  vandalism of personal propertyabuse of authority which undermines performance or threatens career
Sample 1
Examples of Harassment. ▪□ Inappro riate physical contact. ▪□ Unwelcome sexual a xxxxxx, requests for sex al favors, s ggestive comments, inappropriate physical contact and any other unwelcome ve bal or physical conduct of a sexual nature. ▪□ Displayi g derogatory, vulgar, su gestive or obscene pictures, cartoons, calendars, posters or drawings. ▪□ Comme ts, jokes, insults, slurs, offensive lang age and other unwelcome actions which are offensive or stereotypical based upon age, religion, gender, gender identity or expression, race, color, sexual orientation, national origin, disability, veteran status and any other protected category or personal characteristic. ▪□ Threats r acts of violence and intimidation. Threats, stalking, even suggestions of violence in the workplace, are all considered violent. behavior. ▪□ Retaliati n for reporting or threatening to rep rt acts of misconduct. Respecting One Another p u n n o o d u r u o Our workforce is our greatest strength. We come from different places and cultures, and have a variety of experiences, skills and talents. We embrace these differences to work as a team treating each other with integrity and respect. A good show of respect is treating others the way you would like to be treated. Non-Discrimination CVS Health is committed to maintaining a workplace environment free from discrimination, harassment and violence. Our continued success depends on the full participation of all our colleagues — regardless of age, religion, gender, gender identity or expression, race, color, sexual orientation, national origin, disability, military or veteran status or any other characteristic protected by applicable laws and regulations. We recruit, hire, train, develop and promote based solely on job-related qualifications. You should: ▪□ Never disrupt the work environment through behavior that is disrespectful, intimidating, threatening or harassing. ▪□ Call the local police if you become the target of an immediate threat of violence. Our Relationship with Each Other, continued Health and Safety We all have a right to work in a safe and healthy environment. Unsafe practices can lead to serious consequences, such as personal injury, injury to colleagues and the Company or other serious outcomes. We are committed to the well-being and safety of ourselves, our colleagues and anyone doing business with us. You should: ▪□ Always follow facility safety rules, regulations, procedures and warnings, particularly those that cover dangerous equipment and ...
Sample 1
Examples of Harassment. Harassment can occur between any individuals associated with OHSU, e.g., between an employee and a supervisor; between co workers; between faculty members; between a faculty, staff or student and a customer, patient, vendor, or volunteer, and contractor; or between a student and a faculty member or another student. Examples of verbal or physical conduct prohibited by XXXX's Harassment policy include, but are not limited to a pattern of prohibited conduct that causes or results in discomfort or embarrassment including: (1) comments; (2) explicit statements, questions, jokes, or anecdotes; and/or (3) display of inappropriate materials in a location where others can see it, including using OHSU computing and telecommunications resources, when such a display or materials unreasonably interferes with a person's work, receipt of services, or academic activities.
Sample 1
Examples of Harassment. Harassing conduct may take many forms such as slurs, jokes, statements, letters, notes, gestures, pictures, or cartoons. Sexual harassment includes all these sorts of conduct as well as unwanted sexual advances. Examples of sexual harassment include: • Requests for sexual favors; • Conversations containing offensive sexual comments; • Offering employment benefits in exchange for sexual favors; • Making or threatening reprisals in response to refusals to give sexual favors; • Leering, sexual gestures, displaying sexually suggestive objects or pictures; • Comments, epithets, slurs, and jokes of a sexual nature or about an individual's body; or • Touching, shoving, or assaulting another individual.
Sample 1
Examples of Harassment. Harassment can take many forms and will vary with the particular circumstances. Examples of unlawful sexual harassment prohibited by this policy may include, but are not limited to, the following: unwanted flirtations, advances and/or propositions of a sexual nature; deprecating remarks, insults, humor, jokes and/or anecdotes that belittle or demean an individual's body or clothing; unwelcome and/or offensive displays of sexually suggestive objects or pictures; unwelcome and offensive touching, such as patting, pinching, hugging or repeated brushing against an individual's body; sexual assault; and/or suggestions that submission to or rejection of sexual advances will affect decisions regarding such matters as an individual's work assignments, status, salary, benefits or other terms or conditions of employment. Conduct that is part of a consensual relationship is not considered harassment, but only if the relationship is freely and mutually agreed by both individuals. A prior consensual relationship does not permit subsequent unwelcome or unwanted harassment.
Sample 1

Related to Examples of Harassment

  • Sexual Harassment (a) The Union and the Employer recognize the right of employees to work in an environment free from sexual harassment. The Employer shall take such actions as are necessary respecting an employee engaging in sexual harassment.

  • Harassment The Employer and the Union recognize the right of employees to work in an environment free from harassment, including sexual harassment, as defined by the Employer’s harassment policy.

  • Harassment Sexual Harassment a. All employees have the right to work without personal harassment or sexual harassment.

  • Workplace Harassment The Hospital and the Union are committed to ensuring a work environment that is free from harassment. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the Ontario Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment. ref. Ontario Human Rights Code, Sec. 10(1). Harassment may take many forms including verbal, physical or visual. It may involve a threat, an implied threat or be perceived as a condition of employment. The Parties agree that harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments and/or the assessment of discipline. If an employee believes that she/he has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be undertaken. The employee should request the harasser to stop the unwanted behaviour by informing the harassing individual(s) that the behaviour is unwanted and unwelcome. Should the employee not feel comfortable addressing the harasser directly, she/he may request the assistance of the manager or a Union representative. If the unwelcome behaviour was to continue, the employee will consult the Hospital policy on harassment and will be free to pursue all avenues including the complaint investigation and resolution. The Parties agree that an employee may have a representative of the Union with her/him throughout the process, if requested.

  • Personal Harassment (a) The Employer and the Union recognize the right of employees to work in an environment free from personal harassment and agree that employees who engage in personal harassment may be disciplined.

  • No Harassment Contractor does not engage in unlawful harassment, including sexual harassment, with respect to any persons with whom Contractor may interact in the performance of this Agreement, and Contractor takes all reasonable steps to prevent harassment from occurring.

  • Sexual Harassment Policy The Contractor and all Subcontractors must have a written sexual harassment prevention policy addressing sexual harassment in the workplace and must provide annual sexual harassment training to all employees.

  • Harassment & Discrimination The local parties will determine the appropriate means of promoting an effective and meaningful way of addressing discrimination and harassment issues, which may include, but is not limited to the following: • Reviewing the hospital’s harassment policy and making joint recommendations to the Chief Nursing Officer; • Promoting a harassment free workplace where there is ‘zero tolerance’; • Ensuring that all employees are familiar with the employer’s harassment policy by identifying educational opportunities, including the orientation period for new employees; • Identifying supports and solutions to assist employees to deal with harassment and discrimination issues (i.e. Employee assistance Programs, staff supports); • Development of processes to address the accommodations/ modified work needs for nurses; • Development of assertiveness training programs.

  • DISCRIMINATION / HARASSMENT 22.01 The parties agree to comply with their obligations under the Ontario Human Rights Code.

  • Harassment Complaint Procedures In the case of a complaint of either personal or sexual harassment, the following shall apply:

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