Harassment and Abuse Sample Clauses

Harassment and Abuse. Supplier will provide a workplace free from harassment, which can take many forms, including sexual, verbal, physical or visual behaviour that creates an offensive, hostile, or intimidating environment.
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Harassment and Abuse. Not to harass, abuse, threaten to harass, on the grounds of race, colour, religion, sex, sexual orientation, disability or any other reason that may interfere with the peace and comfort of, or cause offence to other persons residing, visiting, working or otherwise engaging in lawful activity in the neighbourhood or to any tenant, agent, employee, Councillor or contractor of ours whether in the neighbourhood or elsewhere (eg at our offices). Nor must you allow, fail to prevent or incite anyone living with you (including children) or your visitors to do any of these things. Examples of harassment include but are not limited to: behaviour causing alarm or distress to others; failing to control a dog; language causing alarm or distress; using or threatening to use violence; using insulting or abusive words or behaviour; damaging or threatening to damage another person’s home or possessions; writing threatening abusive or insulting letters of graffiti.
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Harassment and Abuse. You will provide a workplace free from harassment, which can take many forms, including sexual, verbal, physical or visual behavior that creates an offensive, hostile, or intimidating environment.
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Harassment and Abuse. Suppliers shall treat every employee with respect and dignity, and shall not subject any employee to physical, sexual, psychological, or verbal harassment or abuse.
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Harassment and Abuse. Company shall treat every employee with respect and dignity, and shall not subject any employee to physical, sexual, psychological, or verbal harassment or abuse.
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Harassment and Abuse. 16 The Board will not tolerate harassment of District employees by any other employee of 17 the District. Harassment is defined as unwelcome verbal (oral or written) or physical 18 contact when:
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Harassment and Abuse. 9.1 Suppliers shall commit to a workplace free of harassment and abuse. Physical and verbal abuse, physical discipline, and any other abuse, harassment or intimidation shall be prohibited, as shall the threat of any such abuse, harassment, or intimidation.
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Harassment and Abuse. Provider practices zero tolerance against harassment and abuse of any kind towards its staff. This includes all verbal harassment, yelling, swearing, rudeness, threats to sue or cause legal actions, threats to report to any authority, and any intentionally disruptive behavior directed at Provider or any of its staff, resellers or agents. Client agrees to engage Provider in a professional manner whether in email, Customer Service Help Desk tickets, any form of electronic message, including WhatsApp, social media forums, or on the telephone. Any harassment and abuse will be construed as a violation of this Terms of Service agreement and WILL RESULT IN IMMEDIATE SUSPENSION AND/OR TERMINATION OF CUSTOMER ACCOUNT. Provider will not incur any liability whatsoever and no refunds will be provided for any service suspension and/or termination which arises as a result of a violation of this clause.
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Harassment and Abuse. ● Employees shall be treated with respect and dignity and may not be subject to any form of actual physical abuse, discipline, or corporal punishment; and the threat of physical abuse, sexual or other harassment, verbal abuse or other forms of intimidation. ● Written disciplinary procedures shall be established and be explained to employees in clear and understandable terms. All disciplinary actions shall be recorded. ● Employees must be able to express criticism and concerns about conditions in the workplace to their supervisor or management without fear of retribution, loss of employment or other reprisals.
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Related to Harassment and Abuse

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

  • ANTI DISCRIMINATION AND ANTI HARASSMENT Contractor and/or any subcontractor shall not unlawfully discriminate against or harass any individual including, but not limited to, any employee or volunteer of the County of Marin based on race, color, religion, nationality, sex, sexual orientation, age or condition of disability. Contractor and/or any subcontractor understands and agrees that Contractor and/or any subcontractor is bound by and will comply with the anti discrimination and anti harassment mandates of all Federal, State and local statutes, regulations and ordinances including, but not limited to, County of Marin Personnel Management Regulation (PMR) 21.

  • Discrimination and Harassment 3.01 The Company shall not discriminate against an employee because of membership in the Union or because of activities authorized herein on behalf of the Union.

  • 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.

  • 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.

  • Harassment and Discrimination (a) "Every person who is an employee has a right to freedom from harassment in the workplace by the employer or agent of the employer or by another employee because of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, age, record of offences, marital status, family status, gender identity, gender expression, or disability". ref: Ontario Human Rights Code, Sec. 5 (2) and 10 (1).

  • 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 & 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.

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