PSYCHOLOGICAL HARASSMENT Sample Clauses

PSYCHOLOGICAL HARASSMENT. The AQPM, the Guild, the Producer, and the Director or Second Unit Director recognize the importance of a workplace free of psychological harassment. The Producer and Director or Second Unit Director undertake not to tolerate or to allow such harassment. Psychological harassment consists in offensive conduct manifested in repeated behaviour, words, actions or gestures that are hostile or unwanted, which undermine the dignity or the psychological or physical integrity of an individual and which create a harmful work environment for that person. A single, serious action may also constitute psychological harassment. It must be demonstrated that said action has undermined the individual’s dignity or psychological or physical integrity and that it has produced an ongoing harmful effect.
Sample 1Sample 2
AutoNDA by SimpleDocs
PSYCHOLOGICAL HARASSMENT. 1-5.01 The board and the union recognize that every employee has a right to a work environment free from psychological harassment as provided for under the Act respecting labour standards (CQLR, chapter N-1.1). CHAPTER 2-0.00 FIELD OF APPLICATION AND RECOGNITION 2-1.00 FIELD OF APPLICATION 2-1.01 The agreement applies to all the employees defined as such in the Labour Code (CQLR, chapter C-27) and covered by accreditation, subject to the following partial applications:
Sample 1Sample 2
PSYCHOLOGICAL HARASSMENT. 7-4.01 Every employee is entitled to a workplace free of psychological harassment. The employer shall take all reasonable steps to prevent psychological harassment and, when such conduct is brought to its attention, to stop it. The Union shall collaborate with the Employer
Sample 1Sample 2
PSYCHOLOGICAL HARASSMENT. ‌ 1-4.01 All employees are entitled to work in an environment that is free of psychological harassment, as prescribed in the Act respecting Labour Standards (R.S.Q., c. N-1.1).
Sample 1
PSYCHOLOGICAL HARASSMENT. Workers have a right to a workplace environment free of psychological harassment; to that end, the Board takes all reasonable measures to prevent harassment and, when such conduct is brought to its attention, to stop it (1-4.02).
Sample 1
PSYCHOLOGICAL HARASSMENT a) The Society and the Local affirm that every employee is entitled to a respectful work environment and an environment free from psychological harassment which includes bullying. Therefore, the Society and the Local will not condone any inappropriate behaviour by any of their respective representatives or members that interferes with work relationships and isolates, alienates or demeans any employee.
Sample 1
PSYCHOLOGICAL HARASSMENT. Appendix A Psychological harassment may take many forms, such as: o Preventing someone from expressing themselves – interrupting them continually or preventing them from speaking to others o Isolating someone – not speaking to them in public, not speaking to them at all, ignoring their presence, distancing them, depriving them of means of communication (telephone, computer, mail, etc.), or preventing others from speaking to them o Disparaging someone – spreading rumours about them, ridiculing them, humiliating them, questioning their beliefs or personal life, insulting them, or harassing them sexually o Discrediting someone – no longer giving them tasks to perform, requiring them to perform tasks that are downgrading, absurd or below their abilities, ensuring that they fail, accusing them of professional misconduct, or denigrating them in front of others o Threatening or attacking someone – yelling at them, shoving them, or damaging their property o Unsettling someone – mocking their beliefs, tastes, political choices, sexual orientation, or weaknesses, making disparaging references without ever clarifying them, calling into question their judgement and decision making Psychological harassment should not be confused with other types of issues related to work, such as the legitimate exercise of a right to manage or a personality conflict between two individuals.
Sample 1
AutoNDA by SimpleDocs
PSYCHOLOGICAL HARASSMENT a) The Society and the Union affirm that every employee is entitled to a respectful work environment and an environment free from psychological harassment which includes bullying. Therefore, the Society and the Union will not condone any inappropriate behaviour by any of their respective representatives or members that interferes with work relationships and isolates, alienates or demeans any employee.
Sample 1

Related to PSYCHOLOGICAL 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.

  • 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.

  • 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.

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

Time is Money Join Law Insider Premium to draft better contracts faster.