Prohibition Against Harassment Sample Clauses

Prohibition Against Harassment. The Resident shall be treated in a professional manner consistent with MMC Human Resource Policies and shall be entitled to a working environment free of verbal, physical, visual, or other harassment because of race, color, religion, sex, sexual orientation, age, national origin, disability, veteran status, citizenship status or any other status protected by law. Any incident of harassment must be reported to the Program Director or Vice President of Medical Education as well as to MMC Human Resources. Resident agrees that he/she will not subject any other MMC Resident, employee, patient, or other member of the MMC community to any verbal, physical, visual, or other harassment because of race, color, religion, sex, sexual orientation, age, national origin, disability, veteran status, citizenship status or any other status protected by law.
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Prohibition Against Harassment. The City is committed to providing a volunteer opportunity free of sexual harassment or harassment based on race, color, religion, national origin, ancestry, age, physical or mental disability, medical condition, marital status, sexual orientation, gender or any other basis protected by federal or state laws. Therefore, the City prohibits unwelcome, harassing conduct by volunteers and employees towards any persons, even if such conduct does not rise to the level of harassment as defined by law. As a preventative measure, the City will investigate all alleged harassment complaints and take remedial action as required to remedy the situation. There will be no retaliation against any volunteer who, in good faith, files such a complaint. Any volunteer who believes that he or she has been the victim of harassment, including sexual harassment, should report the problem to the Volunteer Coordinator, or any other member of City management. All complaints will be investigated. Investigations will be Volunteer Program: email: xxxx@xxxxxxxxxxxxxxxxxxx.xxx Tel: 000-000-0000 (updated: 1/31/2020) 1 confidential, and information obtained during the complaint procedure and investigation will only be shared with individuals on a need-to-know basis. When the investigation discloses a violation of this policy, appropriate disciplinary action will be taken, and feedback given to the complaining volunteer.
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Prohibition Against Harassment. Summerwood Community Association strives to maintain a workplace that is free from illegal discrimination and harassment. Any board member who engages in discriminatory or harassing conduct is subject to censure and removal from the Board. Complaints alleging misconduct on the part of Board members will be investigated promptly and as confidentially as possible by the Board of Directors and the property management company. Summerwood Board of Directors should treat their colleagues and the staff with courtesy and respect, without harassment, physical or verbal abuse. With respect to harassment and discrimination, since the standards applicable to Board staff represent the highest standards of ethical conduct in these areas, those standards shall also apply to Summerwood HOA Board of Directors.
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Prohibition Against Harassment. The House Staff Member shall be treated in a professional manner consistent with MMC Values in Action and Human Resource Policies and shall learn and work in an environment intolerant of verbal, physical or other harassment based on color, race, creed, sex, sexual orientation, transgender status or gender identity, age, physical or mental disability, whistleblower status, veteran or military status, national origin or any other protected status in employment and/or in programs or activities including in conditions of admission or participation. Any incident of harassment should be reported to the House Staff Member’s Program Director, MMC’s DIO and MMC’s Vice President of Human Resources. As related to any discrimination and/or harassment complaint based on sex/gender, MMC’s Vice President of Human Resources also serves as MMC’s Title IX Officer. Please see MMC’s enclosed Notice of Nondiscrimination with this Letter. House Staff Member agrees that he/she/they will not subject any other MMC House Staff Member, employee, patient, or other member of the MMC community to any verbal comment, physical touching or act, or other form of harassment because of color, race, creed, sex, sexual orientation, transgender status or gender identity, age, physical or mental disability, whistleblower status, veteran or military status, national origin or any other protected status in employment and/or in programs or activities including in conditions of admission or participation.
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Prohibition Against Harassment. Berlitz recognizes the right of all Employees to work in an environment which is free of harassment. Accordingly, the harassment of any Employee is prohibited.
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Prohibition Against Harassment. The Resident shall be treated in a professional manner consistent with MMC Values in Action and Human Resource Policies and shall be entitled to a working environment free of verbal, physical or other harassment because of color, race, creed, sex, sexual orientation, transgender status or gender identity, age, physical or mental disability, whistleblower status, veteran or military status, national origin or any other protected status in employment and/or in programs or activities including in conditions of admission or participation. Any incident of harassment should be reported to the Resident’s Program Director, MMC’s Vice President of Medical Education and MMC’s Vice President of Human Resources. As related to any discrimination and/or harassment complaint based on sex/gender, MMC’s Vice President of Human Resources also serves as MMC’s Title IX Officer. Please see MMC’s enclosed Notice of Nondiscrimination with this Letter. Resident agrees that he/she will not subject any other MMC Resident, employee, patient, or other member of the MMC community to any verbal, physical or other harassment because of color, race, creed, sex, sexual orientation, transgender status or gender identity, age, physical or mental disability, whistleblower status, veteran or military status, national origin or any other protected status in employment and/or in programs or activities including in conditions of admission or participation.
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Prohibition Against Harassment. Any type of harassment against any Imperial Dade employee is prohibited. This policy applies to all employees at all Canadian locations, including supervisors and managers, as well as third parties such as temporary workers, contractors, consultants, vendors and customers. All employees are expected to conduct themselves in accordance with this policy when they are on Company premises, at a Company-sponsored event and when conducting business on behalf of the Company. Xxxxxxxxx conduct is prohibited whether committed by managerial or non-managerial employees, temporary workers, contractors, consultants, vendors or customers. Prohibited conduct includes any conduct that unreasonably interferes with someone’s work performance or creates an intimidating, hostile or offensive work environment. Harassment means engaging in a course of vexatious comment or conduct that is known or ought to be known to be unwelcome based on a prohibited ground of discrimination in accordance with provincial legislation or psychological harassment. Harassment also includes any conduct, comment or gesture against an employee that is known or ought reasonably to be known to be unwelcome. This includes any action that is likely to cause discomfort, offence or humiliation to any employee, such as bullying or verbally abusive behavior. Conduct may be considered harassment, whether it is: • verbal – such as words, jokes, foul language, derogatory statements or slurs based on any protected characteristic, comments about someone’s body, or unwanted sexual flirtations; • physical – such as improper touching or assault; or • visual – such as explicit or derogatory posters, cartoons, electronic images, drawings based on any protected characteristic or obscene gestures. • Psychological such as any vexatious behavior in the form of repeated and hostile or unwanted conduct, verbal comments, actions or gestures that affect a person’s dignity or psychological or physical integrity and that results in a harmful work environment for the person. Sexual harassment includes any conduct, comment, gesture, or contact of a sexual nature that: (i) is likely to cause offence or humiliation to any employee or create a negative psychological or emotional work environment; or (ii) might, on reasonable grounds, be perceived by an employee as placing a condition of a sexual nature on any aspect of the employment relationship, including any opportunity for training or promotion. Offering or implying to offer emp...
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Related to Prohibition Against Harassment

  • Prohibition Against Discrimination It is the policy of the State to prohibit discrimination in employment against any employee or applicant for employment because of race, age, color, religion, creed, sex (including pregnancy), sexual orientation, political affiliation, country of national origin, ancestry, genetic information, gender identity or expression, mental or physical disability, marital status, or labor organization affiliations, and to promote and implement a positive and continuing program of equal employment opportunity. It is the policy of the Union that it shall not discriminate against any employee or cause or attempt to cause the State to discriminate against any employee because of race, age, color, religion, creed, sex, sexual orientation, political affiliation, country of national origin, ancestry, genetic information, gender identity or expression, mental or physical disability, marital status or labor or organization affiliation.

  • Covenant Against Discrimination Consultant covenants that, by and for itself, its heirs, executors, assigns, and all persons claiming under or through them, that there shall be no discrimination against or segregation of, any person or group of persons on account of race, color, creed, religion, sex, gender, sexual orientation, marital status, national origin, ancestry or other protected class in the performance of this Agreement. Consultant shall take affirmative action to insure that applicants are employed and that employees are treated during employment without regard to their race, color, creed, religion, sex, gender, sexual orientation, marital status, national origin, ancestry or other protected class.

  • PROHIBITION AGAINST ASSIGNMENT During the Vesting Period, the Restricted Shares may not be transferred or encumbered by the Recipient by means of sale, assignment, mortgage, transfer, exchange, pledge, or otherwise. The levy of any execution, attachment, or similar process upon the Restricted Shares shall be null and void.

  • CERTIFICATION PROHIBITING DISCRIMINATION AGAINST FIREARM AND AMMUNITION INDUSTRIES (Texas law as of September 1, 2021) By submitting a proposal to this Solicitation, you certify that you agree, when it is applicable, to the following required by Texas law as of September 1, 2021: If (a) company is not a sole proprietorship; (b) company has at least ten (10) full-time employees; (c) this contract has a value of at least $100,000 that is paid wholly or partly from public funds; (d) the contract is not excepted under Tex. Gov’t Code § 2274.003 of SB 19 (87th leg.); and (e) governmental entity has determined that company is not a sole-source provider or governmental entity has not received any bids from a company that is able to provide this written verification, the following certification shall apply; otherwise, this certification is not required. Pursuant to Tex. Gov’t Code Ch. 2274 of SB 19 (87th session), the company hereby certifies and verifies that the company, or association, corporation, partnership, joint venture, limited partnership, limited liability partnership, or limited liability company, including a wholly owned subsidiary, majority-owned subsidiary parent company, or affiliate of these entities or associations, that exists to make a profit, does not have a practice, policy, guidance, or directive that discriminates against a firearm entity or firearm trade association and will not discriminate during the term of this contract against a firearm entity or firearm trade association. For purposes of this contract, “discriminate against a firearm entity or firearm trade association” shall mean, with respect to the entity or association, to: “(1) refuse to engage in the trade of any goods or services with the entity or association based solely on its status as a firearm entity or firearm trade association; (2) refrain from continuing an existing business relationship with the entity or association based solely on its status as a firearm entity or firearm trade association; or (3) terminate an existing business relationship with the entity or association based solely on its status as a firearm entity or firearm trade association. See Tex. Gov’t Code § 2274.001(3) of SB 19. “Discrimination against a firearm entity or firearm trade association” does not include: “(1) the established policies of a merchant, retail seller, or platform that restrict or prohibit the listing or selling of ammunition, firearms, or firearm accessories; and (2) a company’s refusal to engage in the trade of any goods or services, decision to refrain from continuing an existing business relationship, or decision to terminate an existing business relationship to comply with federal, state, or local law, policy, or regulations or a directive by a regulatory agency, or for any traditional business reason that is specific to the customer or potential customer and not based solely on an entity’s or association’s status as a firearm entity or firearm trade association.” See Tex. Gov’t Code § 2274.001(3) of SB 19.

  • 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.

  • 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.

  • PLEDGE AGAINST DISCRIMINATION AND COERCION A. The provisions of this Agreement shall be applied equally to all full time employees in the bargaining unit without discrimination as to age, sex, marital status, race, color, creed, national origin, member- ship or non-membership in the Union or political affiliation. The Union shall share equally with the Employer the responsibility for applying this provision of this Agreement.

  • Complaints Against Teachers When a person makes a written or verbal complaint against a teacher, the principal or designee shall promptly notify the teacher of the complaint, the identity of the complainant, and the teacher shall be given the opportunity to respond. The principal or designee shall investigate the complaint and attempt to resolve the complaint informally if appropriate.

  • PROHIBITION AGAINST INDUCEMENT OR PERSUASION Notwithstanding the above, the Contractor and the County agree that, during the term of this Master Agreement and for a period of one year thereafter, neither party shall in any way intentionally induce or persuade any employee of one party to become an employee or agent of the other party. No bar exists against any hiring action initiated through a public announcement.

  • NO DISCRIMINATION/NO HARASSMENT 6.01 The Employer, Union and Employees are committed to supporting an abuse and harassment free work environment that promotes a culture of trust, dignity and respect. Harassment includes but is not limited to bullying, sexual harassment and workplace violence.

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