Preventing Harassment Clause Samples

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Preventing Harassment. 1. It is the responsibility of both parties and all employees to ensure that Hilldale/▇▇▇▇▇▇▇▇ remains a harassment-free workplace. 2. The employer will do its part by not tolerating or condoning discrimination or harassment. This includes making everyone in its employ aware of what behaviour is and is not appropriate, investigating complaints and imposing suitable corrective measures. 3. Managers and supervisors are expected to assist in creating a harassment-free workplace and to immediately contact their Supervisor if they receive a complaint of workplace harassment or witness harassing or violent behaviour. 4. Each employee must do his or her part by ensuring that their behaviour does not violate the provisions set out in this agreement, and by fostering a work environment that is based on respect and is free of harassment. 5. Both parties agree to co-operate in reasonable efforts to maintain respect in all forms of communication in the workplace. 6. The parties agree to the creation of a Workplace Respect Committee, to meet as reasonably needed, with the agreement of both parties. The Committee shall operate under the following guidelines: (i) The Committee will be composed of an equal number of representatives of each party. The parties will ordinarily alternate as chairs of the Committee, although the Employer will be responsible for producing the minutes of the meetings; (ii) The purpose of the Committee is to intervene early in situations where respect in the workplace is a concern for one of the parties; (iii) The Committee’s goal is to seek an informal and acceptable resolution of the concern; (iv) The Committee is encouraged to have ▇▇▇▇▇ discussions, and is able to set its own procedures. However, the Committee members will bear in mind issues of confidentiality, privacy, and fairness, as a formal investigation may subsequently be deemed necessary; (v) The Committee members shall themselves be required to make reasonable efforts to come to an agreement, avoid posturing or unreasonable positions, and recognize a mutual interest in a congenial workplace; (vi) if the Committee is not able to resolve the concern through respectful discussion, the Committee may recommend the appointment of an outside advisor or investigator; (vii) The parties and Committee recognize that a formal investigation is a decision to be taken by the Employer.
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Preventing Harassment. It is our mutual responsibility to ensure that we create and maintain a harassment-free workplace.
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Preventing Harassment. 1. It is the responsibility of both parties and all employees to ensure that Ka- Na-Chi-Hih remains a harassment-free workplace. 2. The Employer will do its part by not tolerating or condoning discrimination or harassment. This includes making everyone in its employ aware of what behaviour is and is not appropriate, investigating complaints and imposing suitable corrective measures. 3. Managers and supervisors are expected to assist in creating a harassment- free workplace and to immediately contact their Supervisor if they receive a complaint of workplace harassment or witness harassing or violent behaviour. 4. Each employee must do his or her part by ensuring that their behaviour does not violate the provisions set out in this agreement, and by fostering a work environment that is based on respect and is free of harassment. 5. Both parties agree to co-operate in reasonable efforts to maintain respect in all forms of communication in the workplace.
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Preventing Harassment. The Town of LaSalle does not tolerate or condone harassment of or by any of its employees in the workplace. Harassment has a negative impact on workplace morale and productivity. It affects not only the victims of harassment, but their coworkers and the Town of LaSalle as well. It can cause employees to become stressed or ill and miss time from work.
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Related to Preventing 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.

  • 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 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 DISCRIMINATION/HARASSMENT 6.01 The Company and the Union agree that there shall be no discrimination, interference, restriction or coercion exercised or practised with respect to any employee by reason of age, marital status, sex, race, creed, colour, national origin, political or religious affiliation, handicap, sexual orientation nor by reason of Union membership or position in the Union. Prohibited grounds shall be interpreted in accordance with and subject to the provisions of the Human Rights Code. 6.02 The Union and the Company recognize that sexual, racial, and violent harassment is a cruel and destructive behaviour against others that can have devastating effects. (a) Sexual harassment is any unwanted attention of a sexual nature such as remarks about appearance or personal life, offensive written or visual actions like graffiti or degrading pictures, physical contact of any kind, or sexual demands. (b) Racial harassment is any action, whether verbal or physical that expresses or promotes racial hatred in the workplace such as racial slurs, written or visually offensive actions, jokes or other unwanted comments or acts. (c) Violent Harassment includes any form of attempted, threatened, actual conduct or physical force of a person that causes or is likely to cause injury, and includes any threatening statement or behaviour that gives an employee reasonable cause to believe that the employee is at risk of injury. 6.03 Any claims of harassment or discrimination, should be brought to the attention of management, Human Resources and/or any local union elected person or official. Complaints of alleged harassment or discrimination as outlined in .01 by members of the bargaining unit will be handled with all possible confidentiality by a joint committee consisting of the Plant Chairperson and/or his designee and the Human Resource Manager and/or his designee. (a) The investigation will be handled promptly within ten (10) working days from the date the complaint was filed. Investigation will be reviewed by Plant Chairperson and Human Resources Manager for final resolution. If unresolved the complaint may be taken up as a grievance at Step 3. 6.04 Any confirmed allegations of the above harassment(s) may result in discipline up to and including termination. 6.05 This article is not intended to restrict any employee's rights under the Ontario Human Rights Code. 6.06 The parties agree that normal social/business conduct between people does not constitute harassment. 6.07 The pursuit of frivolous allegations of Human Rights violations has a detrimental effect on the spirit and intent for which this policy was rightfully developed and should be discouraged. Frivolous charges of harassment may be subject to disciplinary action. 6.08 Whenever in this agreement, the masculine gender is used, it will also include the feminine.

  • RETALIATION The Landlord is prohibited from making any type of retaliatory acts against the Tenant including but not limited to restricting access to the Premises, decreasing or cancelling services or utilities, failure to repair appliances or fixtures, or any other type of act that could be considered unjustified.