Hostile Environment Clause Samples

A Hostile Environment clause defines the parties' rights and obligations if the working environment becomes unsafe or unfit for continued operations. Typically, this clause outlines the conditions that constitute a hostile environment, such as threats to health, safety, or security, and may specify procedures for suspending work, notifying relevant parties, or taking remedial action. Its core practical function is to protect individuals and organizations by providing a clear process for responding to dangerous or untenable situations, thereby minimizing risk and ensuring safety.
POPULAR SAMPLE Copied 3 times
Hostile Environment. A hostile environment exists when the conduct is sufficiently severe, pervasive, or persistent that it unreasonably interferes with, limits, or deprives an individual from participating in or benefiting from the Law School’s education or employment programs and/or activities. Whether conduct is sufficiently severe, pervasive, or persistent is determined both from a subjective and objective perspective. The Law School will respond promptly and effectively to reports of any prohibited conduct and will take appropriate action to prevent, to correct, and when necessary, to remedy behavior that violates the Law School’s Discrimination, Harassment, and Retaliation Policy or Sexual Misconduct Policy.
View SourceView Similar (5)
Hostile Environment. Sexual harassment may also be engaging in a course of sexual comment or conduct that is known or ought reasonably to be known to be unwelcome. This form of sexual harassment may affect individuals or groups. It may be based on gender or sexual orientation. It may take the form of excluding an individual or a group from rights and/or privileges to which they are otherwise entitled. Harassment means engaging in a course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome. Harassment can be either psychological or physical or it can be a combination of both. It is any behaviour, whether deliberate or negligent, which denies individuals their dignity and respect, is offensive, embarassing or humiliating to the individual and adversely affects the working environment. Where the alleged harasser is the person who would normally deal with any of the steps of the grievance, the grievance shall automatically be sent forward to the next step. At no time during or after a harassment grievance shall the be removed from the area of the alleged harasser unless fully and entirely voluntarily requested or agreed to by the and without prejudice to the validity of the grievance. Any employee who chooses to make use of any or all of the Employer’s sexual harassment policy shall not, by such use, be prevented from filing a grievance at any time prior to agreeing to any mediated settlement under that policy. The time limit for filing such a grievance under Article will be extended by whatever amount of time is required to process the complaint and reach a decision under the Employer’s policy.
View SourceView Similar (2)
Hostile Environment. Sexual harassment may also be engaging in a course of sexual comment or conduct that is known or ought reasonably to be known to be unwelcome. This form of sexual harassment may affect individuals or groups. It may be based on gender or sexual orientation. It may take the form of excluding an individual or a group from rights and/or privileges to which they are otherwise entitled.
View SourceView Similar (41)
Hostile Environment. Conduct that is sufficiently serious that it denies or limits an employee’s or student’s ability to participate in or benefit from a school program or District employment, which may be determined on a single egregious incident, or a pattern of offensive conduct.
View Source
Hostile Environment hostile environment harassment involves persistent unwelcome conduct, of a sexual nature, that has the purpose or effect of unreasonably interfering with an individual’s performance or creating an intimidating, hostile and offensive living and/or working environment. This is true even if such conduct is not objected to by those present. Bullying happens when a member or employee engages in written or verbal expression, expression through electronic means, or physical conduct that occurs on co-op property or at a co-op sponsored/ related event that: 1. has the effect or will have the effect of physically harming a member or employee, damaging a member’s or employee’s property, or placing a member or employee in reasonable fear of harm to the member’s or employee’s person or property; 2. is sufficiently severe, persistent, and pervasive enough that the action or threat creates an intimidating, threatening, or abusive living, working or educational environment for a member or employee;
View Source
Hostile Environment. Every employee has the right to work in an environment free of harassment, derogatory comments and disruptive behavior, and GCRMC has a zero tolerance for any type of harassment. Degrading or humiliating jokes, slurs, intimidation or other harassing conduct is not permitted at GCRMC. Sexual harassment is prohibited. This prohibition includes unwelcome sexual advances or requests for sexual favors in conjunction with employment decisions. Moreover, verbal or physical conduct of a sexual nature that interferes with an employee’s work performance or creates an intimidating, hostile or offensive work environment has no place at GCRMC. Fair and equitable treatment of all employees, patients, and other persons is critical to fulfilling the mission and goals of GCRMC. Patients are to be treated without regard to race, color, religion, gender, ethnic origin, age, disability, payer source or any other classification prohibited by law. GCRMC hires, recruits, trains, promotes, assigns, transfers, and terminates employees based on such factors as their own ability, achievement, experience, and conduct without regard to race, color, religion, sex, ethnic origin, age or disability or any other classification prohibited by law. GCRMC does not discriminate against any individual with a disability with respect to any offer or term or condition of employment. We will make reasonable accommodations to the known physical or mental limitations of otherwise qualified individuals with disabilities. At GCRMC we are committed to maintaining a drug-free workplace. Drugs that impair employee performance or the illegal use of drugs are strictly prohibited. It is the policy of GCRMC to subject those individuals which are suspected to be under the influence of illicit drugs to drug testing. Failure to comply is grounds for termination. For these reasons, employees may not have, distribute, sell, use or be under the influence of illicit drugs at work. Consistent with our policy, GCRMC may periodically conduct a random drug screen of employees and will conduct a drug screen of select employees if there is reasonable cause to believe an employee is under the influence of alcohol or drugs, in the event of a workplace accident, or in the event of drug count discrepancies. It is the policy of GCRMC not to contract with, employ, or bill for services rendered by an individual or entity that is excluded or ineligible to participate in Federal healthcare programs; suspended or debarred from Fede...
View Source

Related to Hostile Environment

  • Work Environment It is mutually agreed that the prevention of accidents and injuries to state employees will result in greater efficiency of operations of state government. Toward this end, the Employer shall make every reasonable effort to provide and maintain safe and healthy working conditions and the Union shall fully cooperate by encouraging all employees to perform their assigned tasks in a safe manner.

  • Working Environment The parties agree that a safe and clean working environment is essential in order to carry out work assignments in a satisfactory manner. The Employer commits to investigate the use of environmentally friendly products. It will be the Employer's responsibility to ensure that all working areas and employer-owned vehicles are maintained in a safe and clean condition.

  • NON-SEXIST ENVIRONMENT 1. A non-sexist environment is defined as that in which there is no discrimination against females or males by portraying them in gender stereotyped roles or by omitting their contributions. 2. The employer does not condone and will not tolerate any written or verbal expression of sexism. In September of each school year the employer and the local shall jointly notify administrative officers and staff, in writing, of their commitment to a non-sexist environment. 3. The employer and the local shall promote a non-sexist environment through the development, integration, and implementation of non-sexist educational programs, activities, and learning resources for both staff and students.

  • Environment Each of the Obligors: (a) is in compliance with all applicable federal, state, local, foreign and international laws, regulations, conventions and agreements relating to pollution prevention or protection of human health or the environment (including, without limitation, ambient air, surface water, ground water, navigable waters, water of the contiguous zone, ocean waters and international waters), including without limitation, laws, regulations, conventions and agreements relating to: (i) emissions, discharges, releases or threatened releases of chemicals, pollutants, contaminants, wastes, toxic substances, hazardous materials, oil, hazard substances, petroleum and petroleum products and by-products (“Materials of Environmental Concern”); or (ii) the manufacture, processing, distribution, use, treatment, storage, disposal, transport or handling of Materials of Environmental Concern (such laws, regulations, conventions and agreements the “Environmental Laws”); (b) has all permits, licences, approvals, rulings, variances, exemptions, clearances, consents or other authorisations required under applicable Environmental Laws (“Environmental Approvals”) and are in compliance with all Environmental Approvals required to operate its business as presently conducted or as reasonably anticipated to be conducted; (c) has not received any notice, claim, action, cause of action, investigation or demand by any other person, alleging potential liability for, or a requirement to incur, investigatory costs, clean-up costs, response and/or remedial costs (whether incurred by a governmental entity or otherwise), natural resources damages, property damages, personal injuries, attorney’s fees and expenses or fines or penalties, in each case arising out of, based on or resulting from: (i) the presence or release or threat of release into the environment of any Material of Environmental Concern at any location, whether or not owned by such person; or (ii) circumstances forming the basis of any violation, or alleged violation, of any Environmental Law or Environmental Approval (“Environmental Claim”); and there are no circumstances that may prevent or interfere with such full compliance in the future. There is no Environmental Claim pending or threatened against any of the Obligors. There are no past or present actions, activities, circumstances, conditions, events or incidents, including, without limitation, the release, emission, discharge or disposal of any Material of Environmental Concern, that could form the basis of any Environmental Claim against any of the Obligors.

  • Protection of the Environment If the Contractor encounters circumstances such as weather conditions or site factors where the Contractor knows or should reasonably know that proceeding with the Work may, directly or indirectly, cause Environmental Damage, the Contractor shall: