Common use of Obligation of Employees Clause in Contracts

Obligation of Employees. Employees are obligated to bring any complaint of harassment to the attention of the Human Rights representative for the company or the union as soon as possible. If the Company/Union are not made aware of any issues of harassment they may be unable to address such issues. Employees are obligated to not engage in acts of harassment. What Harassment is not Properly discharged supervisory responsibilities including disciplinary action is not considered harassment. Neither is this policy meant to inhibit free speech or interfere with the normal social relations that are part of life in ArcelorMittal Woodstock. Filing a Complaint If an employee believes that he/she has been harassed on the basis of any of the ground stated above, that employee should: • Tell the alleged harasser(s) to stop, if possible • Document the event(s), complete with the time, date, and location, names of witnesses and details of each event if possible. • If the harassed employee does not feel able to approach the alleged harasser(s) directly, or if, after being told to stop, the alleged harasser continues, the harassed employee should: • xxxxx a complaint either directly through a person on his/her behalf with any company or union representative.

Obligation of Employees. Employees are obligated to bring any complaint of harassment to the attention of the Human Rights representative for the company or the union as soon as possible. If the Company/Union are not made aware of any issues of harassment they may be unable to address such issues. Employees are obligated to not engage in acts of harassment. What Harassment is not Properly discharged supervisory responsibilities including disciplinary action is not considered harassment. Neither is this policy meant to inhibit free speech or interfere with the normal social relations that are part of life in ArcelorMittal Woodstock. Filing a Complaint If an employee believes that he/she has been harassed on the basis of any of the ground stated above, that employee should: • Tell the alleged harasser(s) to stop, if possible • Document the event(s), complete with the time, date, and location, names of witnesses and details of each event if possible. • If the harassed employee does not feel able to approach the alleged harasser(s) directly, or if, after being told to stop, the alleged harasser continues, the harassed employee should: • xxxxx lodge a complaint either directly through a person on his/her behalf with any company or union representative.

Obligation of Employees. Employees are obligated to bring any complaint of harassment to the attention of the Human Rights representative for representativefor the company or the union as soon as possible. If the Company/Union are not made aware of any issues of harassment they may be unable to address such issues. Employees are obligated to not engage in acts of harassment. What Harassment is not Properly discharged supervisory responsibilities including disciplinary action is not considered harassment. Neither is this policy meant to inhibit free speech or interfere with the normal social relations that are part of life in ArcelorMittal Woodstock. Filing a Complaint If an employee believes that he/she has been harassed on the basis of any of the ground stated above, that employee should: • Tell the alleged harasser(s) to stop, if possible • Document the event(s), complete with the time, date, and location, names of witnesses and details of each event if possible. • If the harassed employee does not feel able to approach the alleged harasser(s) directly, or if, after being told to stop, the alleged harasser continues, the harassed employee should: • xxxxx lodge a complaint either directly through a person on his/her behalf with any company or union representative.

Obligation of Employees. Employees are obligated to bring any complaint of harassment to the attention of the Human Rights representative Resources Manager for the company Company or Committeeperson for the union Union as soon as possible. If the Company/Union are is not made aware of any issues of harassment harassment, they may be unable to address such issues. Employees are obligated to not engage in acts of harassment. What Harassment is not Properly discharged supervisory responsibilities responsibility including disciplinary action is or conduct that does not interfere with a climate of understanding and respect for dignity and worth of Xxxx employees are not considered harassment. Neither is this policy meant to inhibit free speech or interfere with the normal social relations that are a part of life in ArcelorMittal WoodstockXxxx. Filing a Complaint If an employee believes that he/she has been harassed on the basis of any of the ground grounds stated above, that employee employees should: • x Tell the alleged harasser(s) harasser to stop, if possible • . x Document the event(s), ) complete with the time, date, and location, names of the witnesses and details of each event event, if possible. • x If the harassed employee does not feel able to approach the alleged harasser(sharasser)s) directly, or if, if after being told to stop, stop the alleged harasser continues, continues the harassed employee should: • xxxxx should lodge a complaint either directly or through a person on his/her behalf with any company or union representative.

Obligation of Employees. Employees are obligated to bring any complaint of harassment to the attention of the Human Rights representative Resources Manager for the company Company or Committeeperson for the union Union as soon as possible. If the Company/Union are is not made aware of any issues of harassment harassment, they may be unable to address such issues. Employees are obligated to not engage in acts of harassment. What Harassment is not Properly discharged supervisory responsibilities responsibility including disciplinary action is or conduct that does not interfere with a climate of understanding and respect for dignity and worth of Dana employees are not considered harassment. Neither is this policy meant to inhibit free speech or interfere with the normal social relations that are a part of life in ArcelorMittal WoodstockXxxx. Filing a Complaint If an employee believes that he/she has been harassed on the basis of any of the ground grounds stated above, that employee employees should: • Tell the alleged harasser(s) harasser to stop, if possible . • Document the event(s), ) complete with the time, date, and location, names of the witnesses and details of each event event, if possible. • If the harassed employee does not feel able to approach the alleged harasser(sharasser(,s) directly, or if, if after being told to stop, stop the alleged harasser continues, continues the harassed employee should: • xxxxx should lodge a complaint either directly or through a person on his/her behalf with any company or union representative.

Obligation of Employees. Employees are obligated to bring any complaint of harassment to the attention of the Human Rights representative for the company or the union as soon as possible. If the Company/Union are not made aware of any issues of harassment they may be unable to address such issues. Employees are obligated to not engage in acts of harassment. What Harassment is not Properly discharged supervisory responsibilities including disciplinary action is not considered harassment. Neither is this policy meant to inhibit free speech or interfere with the normal social relations that are part of life in ArcelorMittal Woodstock. Filing a Complaint If an employee believes that he/she has been harassed on the basis of any of the ground stated above, that employee should: •  Tell the alleged harasser(s) to stop, if possible •  Document the event(s), complete with the time, date, and location, names of witnesses and details of each event if possible. •  If the harassed employee does not feel able to approach the alleged harasser(s) directly, or if, after being told to stop, the alleged harasser continues, the harassed employee should: • xxxxx  lodge a complaint either directly through a person on his/her behalf with any company or union representative.

Obligation of Employees. Employees are obligated to bring any complaint of harassment to the attention of the Human Rights representative Resources Manager for the company Company or Committeeperson for the union Union as soon as possible. If the Company/Union are is not made aware of any issues of harassment harassment, they may be unable to address such issues. Employees are obligated to not engage in acts of harassment. What Harassment is not Properly discharged supervisory responsibilities responsibility including disciplinary action is or conduct that does not interfere with a climate of understanding and respect for dignity and worth of Xxxx employees are not considered harassment. Neither is this policy meant to inhibit free speech or interfere with the normal social relations that are a part of life in ArcelorMittal WoodstockXxxx. Filing a Complaint If an employee believes that he/she has been harassed on the basis of any of the ground grounds stated above, that employee employees should: • Tell the alleged harasser(s) harasser to stop, if possible . • Document the event(s), ) complete with the time, date, and location, names of the witnesses and details of each event event, if possible. • If the harassed employee does not feel able to approach the alleged harasser(sharasser(,s) directly, or if, if after being told to stop, stop the alleged harasser continues, continues the harassed employee should: • xxxxx should lodge a complaint either directly or through a person on his/her behalf with any company or union representative.

Obligation of Employees. Employees are obligated to bring any complaint of harassment to the attention of the Human Rights representative Resources Manager for the company Company or Committeeperson for the union Union as soon as possible. If the Company/Union are is not made aware of any issues of harassment harassment, they may be unable to address such issues. Employees are obligated to not engage in acts of harassment. What Harassment is not Properly discharged supervisory responsibilities responsibility including disciplinary action is or conduct that does not interfere with a climate of understanding and respect for dignity and worth of Xxxx employees are not considered harassment. Neither is this policy meant to inhibit free speech or interfere with the normal social relations that are a part of life in ArcelorMittal WoodstockXxxx. Filing a Complaint If an employee believes that he/she has been harassed on the basis of any of the ground grounds stated above, that employee employees should: • Tell the alleged harasser(s) harasser to stop, if possible . • Document the event(s), ) complete with the time, date, and location, names of the witnesses and details of each event event, if possible. • If the harassed employee does not feel able to approach the alleged harasser(sharasser)s) directly, or if, if after being told to stop, stop the alleged harasser continues, continues the harassed employee should: • xxxxx should lodge a complaint either directly or through a person on his/her behalf with any company or union representative.

Obligation of Employees. Employees are obligated to bring any complaint of harassment to the attention of the Human Rights representative Resources Manager for the company Company or Committeeperson for the union Union as soon as possible. If the Company/Union are is not made aware of any issues of harassment harassment, they may be unable to address such issues. Employees are obligated to not engage in acts of harassment. What Harassment is not Properly discharged supervisory responsibilities responsibility including disciplinary action is or conduct that does not interfere with a climate of understanding and respect for dignity and worth of Dana employees are not considered harassment. Neither is this policy meant to inhibit free speech or interfere with the normal social relations that are a part of life in ArcelorMittal WoodstockXxxx. Filing a Complaint If an employee believes that he/she has been harassed on the basis of any of the ground grounds stated above, that employee employees should: •  Tell the alleged harasser(s) harasser to stop, if possible • .  Document the event(s), ) complete with the time, date, and location, names of the witnesses and details of each event event, if possible. •  If the harassed employee does not feel able to approach the alleged harasser(sharasser(,s) directly, or if, if after being told to stop, stop the alleged harasser continues, continues the harassed employee should: • xxxxx should lodge a complaint either directly or through a person on his/her behalf with any company or union representative.