Hostile Work Environment Sample Clauses
The Hostile Work Environment clause defines the standards and expectations for workplace behavior, specifically prohibiting conduct that creates an intimidating, offensive, or abusive atmosphere for employees. In practice, this clause typically applies to actions such as harassment, discrimination, or repeated inappropriate comments, and may outline procedures for reporting and addressing such behavior. Its core function is to foster a safe and respectful work environment by providing clear guidelines and remedies for situations where employees feel threatened or uncomfortable.
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Hostile Work Environment. The College shall not allow conduct that enables a hostile work environment. Any employee who feels subject to a hostile work environment shall report such to their immediate supervisor unless the supervisor is the alleged harasser, in which case the employee will notify the Director of Human Resource Services.
Hostile Work Environment. Employees who believe they are being subjected to abusive behavior by their supervisor or a hostile work environment may schedule a meeting with the Head of Human Resources or designee for discussion of the perceived abuse. A union representative may accompany the employee to this meeting.
Hostile Work Environment. Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment.
Hostile Work Environment. 27.01 The Employer, the Union, and employees agree that all communications and interactions between them should be courteous and respectful, which includes, whenever possible:
1) No raised voices
2) No profanity
3) No discussion of policy or work performance issues in front of customers or uninvolved employees.
4) Discussion of the issues, not personalities
5) No personal attacks In case of alleged violations of this policy, Letter of Understanding 2 will apply.
Hostile Work Environment. Exists when a district employee’s unprofessional behavior or 32 misconduct within the workplace creates an environment that is difficult or uncomfortable 33 for another person to work.
Hostile Work Environment. Shukh first argues that Seagate created a hostile work environment as retaliation for his complaints of discrimination. The Eighth Circuit has recognized that “retaliation claims under Title VII c[an] be based on a hostile work environment and need not be based solely on discrete adverse employment actions that af- fect the terms or conditions of employment.” ▇▇▇▇▇▇▇, 10 Although the statement in Shukh’s 2006 evaluation was related specifically to his accent, not his national origin, this is likely sufficient to constitute protected conduct because “com- ments ridiculing an employee’s accent may be relevant evidence of national-origin animus.” Guimaraes, 674 F.3d at 974; see Hossaini v. W. Mo. Med. Ctr., 97 F.3d 1085, 1086, 1089 (8th Cir. 1996) (finding that a reasonable jury could infer a discrimina- tory motive where, among other things, the defendant “ridiculed [plaintiff]’s accent” and “imitated it”). 481 F.3d at 1042 (citing Burlington N. & Santa Fe Ry. Co. ▇. ▇▇▇▇▇, ▇▇▇ ▇.▇. ▇▇, 66-67, 126 S. Ct. 2405, 165
Hostile Work Environment. Exists when a district employee’s unprofessional behavior
Hostile Work Environment. The Parties recognize that the existence of a hostile work environment is counter-productive to accomplishing the NCDC’s mission and is a violation of Title VII of the Civil Rights Act of 1964.