Dealing with harassment Clause Samples

The 'Dealing with harassment' clause establishes procedures and expectations for addressing incidents of harassment within a workplace or contractual relationship. It typically outlines the steps individuals should take to report harassment, the responsibilities of the employer or contracting party to investigate complaints, and the potential consequences for those found to have engaged in harassing behavior. By providing a clear framework for handling such issues, this clause helps create a safer environment and ensures that all parties understand their rights and obligations, thereby reducing the risk of unresolved conflicts and legal liability.
Dealing with harassment. 4.6.1 We will act within a reasonable time period to deal with any incidents of harassment and will always help and support you. In cases of racial harassment and most other types of harassment, one of our officers will contact you and arrange to visit you.
View SourceView Similar (3)
Dealing with harassment. The Company and the Union will NOT tolerate harassment in anyform. As per the commitment Article the Company and the Union agree to thefollowing.
View SourceView Similar (2)
Dealing with harassment. The Company and the Union will NOT tolerate harassment in any form. As per the commitment in Article the Company and the Union agree to the following. Procedure for dealing with harassment: Step : Talk to the Individual You are encouraged to begin by telling the harasser that conduct is unacceptable and unwelcome. you have found that your attempts to stop the have not been successful or if you cannot attempt to do so for fear of reprisals, proceed to make a Try to keep a of the behaviour. Write down dates, times, locations, names of witnesses and any other details.
View Source

Related to Dealing with 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.

  • Discrimination and Harassment ‌ All employees have the right to work in an environment free from all forms of harassment, including sexual harassment. Discrimination is perceived or actual behaviour and includes sexual harassment as a type of discrimination which, generally, is: a) Discriminatory in nature based on race, colour, age, ancestry, place of origin, political belief, religion, marital status, family status, physical or mental disability, gender, sexual orientation, Union or association membership, or because that person has been charged or convicted of a criminal offence that is unrelated to the position; and/or, b) Objectionable because the person committing such behaviour knows or ought to reasonably know that the behaviour creates an environment which is not conducive to work. For the purposes of paragraph 2.09 (b), objectionable behaviour includes, but is not limited to: i) Verbal abuse or threats; ii) Offensive remarks, jokes, innuendoes, or taunting; iii) Display of pornographic, racist, or other offensive or derogatory material; iv) Persistent unwelcome invitations or requests whether direct or indirect; v) Unwelcome physical contact such as touching, patting, pinching or punching; and, vi) Leering, badgering, or intimidating actions. Sexual Harassment is defined as unwelcome sexual advances, request for sexual favours, and other verbal, written, or physical conduct of a sexual nature when: vii) Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment; viii) Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; ix) Such conduct interferes with an individual’s work performance or creates an intimidating, hostile or offensive work environment.

  • 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.

  • DISCRIMINATION AND COERCION 8.01 There shall be no discrimination or intimidation by the EMPLOYER or the UNION against any employee as a result of or because of such employee's race, color, creed, gender, disability or national origin all in accordance with applicable law, or membership in or non-membership in the UNION.

  • PROHIBITION ON CONTRACTING WITH ENTITIES USING CERTAIN TELECOMMUNICATIONS AND VIDEO SURVEILLANCE EQUIPMENT (Effective Aug. 13, 2020 Pursuant to 2 CFR 200.216, Contractor shall not offer equipment, services, or system that use covered telecommunications equipment or services as a substantial or essential component of any system, or as critical technology as part of any system. ‘‘Covered telecommunications equipment or services means 1) telecommunications equipment produced by Huawei Technologies Company or ZTE Corporation (or any subsidiary or affiliate of such entities); 2) for the purpose of public safety, security of government facilities, physical security surveillance of critical infrastructure, and other national security purposes, video surveillance and telecommunications equipment produced by Hytera Communications Corporation, Hangzhou Hikvision Digital Technology Company, or Dahua Technology Company (or any subsidiary or affiliate of such entities);