Human Rights Harassment definition

Human Rights Harassment means engaging in a course of vexatious comment or conduct that is known to be or ought reasonably to be known to be unwelcome to an individual or group, whether intended or not, based on: race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, gender identification, sexual orientation, age, marital status, family status, disability, record of offences (in employment only), and receipt of public assistance (in accommodation only) as defined by the Ontario Human Rights Code.
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Human Rights Harassment means a course of vexatious comments or conduct that is known to be or ought reasonably to be known to be unwelcome/unwanted and that is based on race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, gender identity, gender expression, age, record of offences (in employment only), marital status, family status or disability as defined by the Code. A single act of sufficient severity may also be found to constitute harassment.
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Examples of Human Rights Harassment in a sentence

  • The Proponent shall be required to comply with the Town’s policies regarding Human Rights, Harassment in the Workplace and Occupational Health and Safety.

  • The proponent has read, understood and agrees to comply with the policies, practices and statements found on TCHC’s website at the following link: http://www.torontohousing.ca/business_opportunities, including but not limited to the following; o Human Rights, Harassment and Fair Access Policyo Vendor Standard Terms & Conditionso Vendor Code of Conducto Fair Wage Policyo Procurement Policyo Health and Safety Programo Ontario Labour Conditions, Construction Lien Claims and Trade.

  • While no doubt arrangements could be made, as the applicants suggest, for the relevant senior executives to exercise delegated responsibilities in areas such as operations, capital expenditure, finance, and sales and marketing, it seems to us reasonable for the CC to take the view that there must ultimately be a person responsible for the STG business as a whole, and that such a person should be wholly independent of Stericycle.

  • In an effort to clarify legislative obligations specific to tenants and employees, in 2016 the Human Rights, Harassment, and Fair Access Policy (“HRHFA”) was separated into two polices: the HRHFA - Tenants for tenants and the Human Rights Policy (Staff) for employees.

  • If the matter remains unresolved, is a serious issue of personal harassment, or is an incident of Human Rights Harassment, the complainant will make a complaint in writing in the form of a signed letter to the President of the Local Union which will be forwarded to the Company's Harassment Policy Coordinator.

  • N/A 1 2 3 4 Additional Comments Time management during term Brings an attitude of professionalism to their work Adheres to University policies/guidelines on Human Rights, Harassment Prevention, Occupational Health and Safety, Guide to Civility, among other policies/guidelines.

  • Toronto Conference will disseminate information about discrimination and harassment in the workplace to all churches, organizations and congregations covering the following topics: • Clearly displaying a copy of Ontario Human Rights Harassment Policy in a central location accessible and visible to all employees, such as a bulletin board.

  • The Ontario Human Rights Code applies, as does the Human Rights, Harassment and Hate Activity Policy Framework adopted by Council at its meeting of December 16 and 17, 1998.

  • Wolf Creek ramps down its production primarily when wind energy output in Kansas and the region is high, allowing the plant to vary its power levels and adapt to grid needs.

  • N/ A 1 2 3 4 Additional Comments Overall preparation Time management during term Quality of grading of course assignments Timeliness in returning graded assignments/exams Brings an attitude of professionalism to their work Adheres to University policies on Human Rights, Harassment Prevention, Occupational Health and Safety among other policies.

Related to Human Rights Harassment

  • Human Rights means the rights relating to life, liberty, equality and dignity of the individual guaranteed by the Constitution or embodied in the International Covenants and enforceable by courts in India.

  • Discrimination or harassment means discrimination or harassment on the basis of race, color, sex, sexual orientation, religion, ancestry, national origin, or disability.

  • Harassment means engaging in a course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome". ref: Ontario Human Rights Code, Sec. 10 (1)

  • Sexual harassment means conduct on the basis of sex that satisfies one or more of the following:

  • Workplace Harassment means engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome”. Ref: Occupational Health and Safety Act, Sec. 1 (1). The employee rights set out above shall be interpreted within the context of the Ontario Human Rights Code. An employee who believes that she has been harassed, contrary to this provision shall be encouraged by both parties to follow the Employer’s policy on harassment and process. Failing resolution, an employee may follow the process set out in the Complaint, Grievance and Arbitration procedure in Article 8 of the Collective Agreement. The employee shall be encouraged by both parties to exhaust these processes prior to filing a complaint with the Ontario Human Rights Commission.

  • Medical leave means leave of up to a total of 12 workweeks in a 12-month period because of an employee’s own serious health condition that makes the employee unable to work at all or unable to perform any one or more of the essential functions of the position of that employee. The term “essential functions” is defined in Government Code section 12926. “Medical leave” does not include leave taken for an employee’s pregnancy disability, as defined in (n) below, except as specified below in section 11093(c)(1).

  • Retaliation means any form of intimidation, reprisal or harassment directed against a student who reports bullying, provides information during an investigation, or witnesses or has reliable information about bullying.

  • Discrimination means discrimination against any student by a student or students and/or employee or employees on school property or at a school function including, but not limited to, discrimination based on a person’s actual or perceived race, color, weight, national origin, ethnic group, religion, religious practice, disability, sexual orientation, gender or sex.

  • Personal harassment means any improper behaviour by a person employed by the Employer that is directed at and offensive to another person employed by the Employer which the first person knew or ought reasonably to have known would be unwelcome. Personal harassment comprises objectionable conduct, comment, act or display that demeans, belittles or causes personal humiliation or embarrassment to the recipient.

  • Employment Practices Wrongful Act means any actual or alleged:

  • Sexual act means conduct between persons consisting of contact between the penis and the vulva, the penis and the anus, the mouth and the penis, the mouth and the vulva, or any intrusion, however slight, by any part of a person’s body or object into the genital or anal opening of another.

  • Violent crime means a forcible felony, as defined in Iowa Code section 702.11, and includes any other felony or aggravated misdemeanor which involved the actual or threatened infliction of physical or emotional injury on one or more persons.

  • Whistleblower means an Employee or director making a Protected Disclosure under this Policy.

  • Retaliatory personnel action means denial of any right guaranteed under the Act and any threat, discharge, including a constructive discharge, suspension, demotion, unfavorable reassignment, refusal to promote, disciplinary action, sanction, reduction of work hours, reporting or threatening to report the actual or suspected immigrant status of an employee or the employee’s family, or any other adverse action against an employee.

  • Equal Employment Opportunity For any federally assisted construction contract, as defined in 41 CFR 60-1.3, the contractor, subcontractor, subrecipient shall follow all of the requirements of the Equal Opportunity Clause as stated in 41 CFR 60-1.4.

  • Intimidating, threatening, abusive, or harming conduct means, but is not limited to, conduct that does the following:

  • Family and Medical Leave means a leave of absence for the birth, adoption or foster care of a child, or for the care of your child, spouse or parent or for your own serious health condition as those terms are defined by the Federal Family and Medical Leave Act of 1993 (FMLA) and any amendments, or by applicable state law.

  • Basic Conditions of Employment Act means the Basic Conditions of Employment Act, 1997 (Act No. 75 of 1997);

  • Victim of sexual assault means an individual against whom a sexual offense has been committed as described in ORS 163.467 or 163.525; or any other individual designated as a victim of sexual assault by rule adopted under ORS 659A.805.

  • Human use means the internal or external administration of radiation or radioactive material to human beings.

  • Sexual assault has the same meaning as in RCW 70.125.030.

  • Violent criminal activity means any criminal activity that has as one of its elements the use, attempted use, or threatened use of physical force substantial enough to cause, or be reasonably likely to cause, serious bodily injury or property damage.

  • Human trafficking means a scheme or plan to which all of the following apply:

  • Violent felony means any offense that, if committed by an adult, would constitute a felony and:

  • Other health impairment means having limited strength, vitality, or alertness, including a heightened alertness to environmental stimuli, that results in limited alertness with respect to the educational environment, that:

  • Military caregiver leave means leave taken to care for a covered servicemember with a serious injury or illness.