HARASSMENT AND INTIMIDATION Clause Samples

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HARASSMENT AND INTIMIDATION. Residents living in any EHS residence have the right to live free of intimidation, harassment or bullying. If after an investigation, EHS determines that a resident is harassing, bullying, or intimidating another resident, EHS may take appropriate action to cause such behavior to cease including, without limitation, terminating the License Agreement and right to be in the residence. Do not engage in, or threaten to engage in, any behavior that endangers the health or safety of another person or oneself.
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HARASSMENT AND INTIMIDATION. The Company prohibits sexual or any other kind of harassment or intimidation by any Employee, Officer, or Director of the Company. Harassment, whether based on a person’s race, gender, religion, national origin, disability, sexual orientation, or socioeconomic status, is completely inconsistent with our tradition of providing a respectful, professional workplace. You must never use company systems to transmit or receive electronic images or text of a sexual nature or containing ethnic slurs, racial epithets or any other material of a harassing, offensive or lewd nature.
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HARASSMENT AND INTIMIDATION. Any content or conduct of an intimidating, harassing, abusive, discriminatory, derogatory or humiliating nature will not be tolerated for the duration of the event. We will not accept any conduct or content that is boisterous, obscene or offensive, including, but not limited to, the use of sexually explicit or offensive language, content or conduct, or any language, conduct or content that contains profanity, obscene gestures or racial, religious or ethnic slurs.
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HARASSMENT AND INTIMIDATION. The employer shall not, to the extent that it is within the employers power to do so, allow an employee to be harassed or intimidated in the course of her/his work. In particular racial and sexual harassment of employees shall not be condoned by the employer. Appropriate action shall be taken by the employer in consultation with all employees to prevent harassment or intimidation from occurring.
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Related to HARASSMENT AND INTIMIDATION

  • 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.

  • 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.

  • Harassment and Discrimination The parties agree that the process for dealing with harassment for reasons not specifically prohibited by the Ontario Human Rights Code is an appropriate subject matter at Labour Management Committee meetings. BETWEEN: AND: The Employer agrees that employees may be permitted to transfer at the Employer's discretion from one nursing home to another for their own personal convenience and at their own expense, subject to the following conditions:

  • 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.

  • NO DISCRIMINATION OR HARASSMENT 14.01 There shall be no discrimination, interference, restriction, coercion, harassment, intimidation or any disciplinary action exercised or practiced with respect to an employee by reason of race, national or ethnic origin, colour, religion, age, sex, sexual orientation, marital status, family status, disability, conviction for which a pardon has been granted, or union affiliation. 14.02 Grievances arising from Article 14.01 shall first be dealt with through an alternate dispute resolution process (ADR) as agreed to by the parties. Once alternate dispute resolution mechanisms are agreed to by the parties, the grievance will be held in abeyance pending the results of the ADR process. Furthermore, employees are precluded from other avenues of redress, save and except applicable legislative procedures, until the ADR process has concluded. The ADR process shall not result in any unreasonable delay. 14.03 Any level in the grievance procedure shall be waived if a person hearing the grievance is the subject of the complaint.