Prohibition of Harassment Sample Clauses

POPULAR SAMPLE Copied 1 times
Prohibition of Harassment. ‌ Harassment may be physical, verbal or sexual in nature and all forms are equally unacceptable. Harassment shall be defined as a course of conduct directed at a specific person and may include, but is not limited to, threats or intimidation, physical assault, deliberate gestures, comments, questions and representations. Inappropriate use of managerial/supervisory authority takes place when a person who supervises or is in a position of authority exercises that authority in a manner which serves no legitimate work purpose and which ought reasonably be known to be inappropriate. Inappropriate use of managerial/supervisory authority does not include actions occasioned through the exercise in good faith, of the Employer's managerial/supervisory rights and responsibilities. A manager, employee or contractor of the Employer agrees, as a condition of employment, to refrain from any form of harassment as described in this article.
View SourceView Similar (5)
Prohibition of Harassment. Intuit strictly prohibits harassment or discrimination of any kind, including harassment on the basis of sex, race, color, religion, gender, age, mental or physical disability, medical condition, national origin, gender identity, marital status, veteran status, sexual orientation, or any other characteristic protected under applicable laws. If a Temporary Contract Worker experiences, knows of, or suspects any discriminatory or harassing conduct, they should immediately report the incident to the manager, the HR Business Partner, or Intuit's Employee Relations, Center of Excellence at ▇▇▇▇▇▇▇▇_▇▇▇▇▇▇▇▇▇▇▇▇@▇▇▇▇▇▇.▇▇▇.
View Source
Prohibition of Harassment. See Appendix A entitled "Policy against Offensive Conduct, Harassment, and Violence."
View SourceView Similar (3)
Prohibition of Harassment. The University is committed to creating and maintaining a community dedicated to the advancement, application, and transmission of knowledge through academic excellence, in an atmosphere free from prohibited harassment, exploitation, or intimidation. Complaints of sexual misconduct (including sexual violence and/or sexual harassment) may be made to the University’s Title IX office or may be made the subject of a dispute under UPHS GME policy II-B (“Appropriate Treatment of House Staff”).
View Source
Prohibition of Harassment. 6.5.1. In addition to the non-discrimination requirements in these General Conditions, Contractor and all Subcontractors must comply with these provisions prohibiting harassment at the Site. Judicial Council is committed to providing a public environment and workplace free of sexual harassment and harassment based on factors such as race, color religion, national origin, ancestry, age, medical condition, marital status, disability or veteran status. Harassment includes without limitation, verbal, physical, or visual conduct which creates an intimidating, offensive or hostile environment such as racial slurs; ethnic jokes; posting of offensive statements, posters or cartoons or similar conduct. Sexual harassment includes without limitation the solicitation of sexual favors, unwelcome sexual advances, or other verbal, visual or physical conduct of a sexual nature. 6.5.2. Contractor must take all reasonable steps to prevent harassment from occurring, including without limitation affirmatively raising the subject of harassment among its employees, expressing strong disapproval of any form of harassment, developing appropriate sanctions, informing employees of their right to raise and how to raise the issue of harassment and informing complainants of the outcome of an investigation into a harassment claim. 6.5.3. Contractor cannot not permit any person, whether employed by Contractor, a Subcontractor, or any other person or entity, performing any Work at or about the Premises to engage in any prohibited form of harassment. Any person performing or providing Work on or about the Premises engaging in a prohibited form of harassment directed to any judge, clerk, or staff of the Court or of Judicial Council, or directed to any other person on or about the Premises, will be subject to immediate removal and will be prohibited thereafter from providing or performing any portion of the Work. Upon Judicial Council’s receipt of any notice or complaint that any person employed directly or indirectly by Contractor or any Subcontractor to perform or provide the Work has engaged in a prohibited form of harassment, Judicial Council will promptly undertake an investigation of such notice or complaint. If Judicial Council, after such investigation, reasonably determines that a prohibited form of harassment has occurred, Judicial Council will promptly notify Contractor of the same and direct that the person engaging in such conduct be immediately removed from the Premises. Unles...
View Source

Related to Prohibition of Harassment

  • Prohibition of Discrimination In accordance with applicable equal opportunity statutes, Executive Orders, and regulations: a) The Owner must not discriminate against any person because of race, color, religion, sex, national origin, age, familial status, or disability in connection with this Contract. Eligibility for HUD’s programs, including this Program, must be made without regard to actual or perceived sexual orientation, gender identity, or marital status; and b) The Owner must cooperate with the Program Administrator and HUD in conducting any equal opportunity compliance reviews and complaint investigations in connection with this Contract; and c) The Owner must comply with the Violence Against Women Act, as amended, and HUD’s implementing regulation at 24 CFR part 5, Subpart L, and HOME Program regulations.

  • 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. DEFINITION 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.

  • Prohibition Against Discrimination It is the policy of the State to prohibit discrimination in employment against any employee or applicant for employment because of race, age, color, religion, creed, sex (including pregnancy), sexual orientation, political affiliation, country of national origin, ancestry, genetic information, gender identity or expression, mental or physical disability, marital status, or labor organization affiliations, and to promote and implement a positive and continuing program of equal employment opportunity. It is the policy of the Union that it shall not discriminate against any employee or cause or attempt to cause the State to discriminate against any employee because of race, age, color, religion, creed, sex, sexual orientation, political affiliation, country of national origin, ancestry, genetic information, gender identity or expression, mental or physical disability, marital status or labor or organization affiliation.