Sentences with phrase «place for harassment»

Currently, the Assembly, Senate and executive branches each have their own processes in place for harassment complaints and investigations.

He told cabinet colleagues there was no place for harassment or sex discrimination in Israel's «democratic, Western, liberal state».

Not exact matches

To see a woman step up and take the place of a man thats been accused and is resigning because of his own history with sexual harassment,» said Jean Sinzdak, associate director at the Center for American Women and Politics at Rutgers University.

CNBC's North American CFO survey reveals sexual harassment policies for most major corps are already in place to avoid a #MeToo backlash.

Designed to identify plentiful safe and secure places for victims of anti-LGBTQ-related crimes and harassment, SPD Safe Place's mission is intentionally uncomplicated.

The Times seemed the right place for such a gathering: The Newspaper of Record was soon to be awarded three Pulitzer Prizes on April 16, one for public service that it shared with The New Yorker for documenting stories of sexual harassment from multiple women who claimed they were abused by disgraced movie mogul Harvey Weinstein.

But there's nothing sexy about a woman asking for a raise, either, which didn't stop a male supervisor in one sexual harassment case from suggesting that the best place to discuss the matter was at a motel.

From maternity and paternity leave for parents, work place rights during pregnancy, to rules protecting against harassment and unequal treatment, women in Britain benefit from the EU.

«There is no place in our government, or society as a whole, for sexual assault or harassment,» Phillips said.

It means every workplace, including parliament, ensuring they have proper procedures in place to manage sexual harassment, and where women are not penalised or condemned for coming forward.

«The Prime Minister has been very clear from the start that there is no place for bullying or harassment in the workplace including parliament,» he said.

Commenting on the Government's response to the Women and Equalities Committee's report on sexual violence and harassment in schools, Chris Keates, General Secretary of the NASUWT, the largest teachers» union in the UK, said: «There is absolutely no place in our schools for sexual harassment or violence towards either pupils or staff.

``... There is no place in government or politics someone who conducts himself as Vito Lopez has; now, therefore, be it resolved that the New York State Democratic Committee (NYSDC) seeks to send the strongest possible message condemning his conduct, and declare that New York State will have zero tolerance for sexual harassment in our legislature, our party, and the halls of government; and be it further.»

There is no place in our schools for sexual harassment or violence towards either pupils or staff

«The Connecticut General Assembly should be a place in which sexual harassment does not exist and a place where strong protections are in place for everyone who enters the Capitol grounds.»

The legislation requires bidders on state contracts to have workplace sexual harassment policies in place and to conduct annual training sessions for employees.

This is perhaps why it is so urgent to eliminate the «culure of sexual harassment» that exists in Albany, NY ASAP; so that it can be said that I have no fear of my daughter, or son working in Albany, NY as a staff member of any Assembly member man or woman; so that idealism might be preserved for the benefit of the public that these young people wish to provide service for in the first place.

This legislation would: create a uniform policy for all branches of state and local government and establish a dedicated unit to receive and investigate sexual harassment claims, ensure individual liability to promote greater accountability, prohibit confidentiality agreements unless the victim requests that his or her identity be kept private, and put in place necessary safeguards to allow government to recoup monies to rightly protect hardworking taxpayers from being on the hook for individual acts of sexual harassment.

There is absolutely no place in our schools for sexual harassment or violence towards either pupils or staff.

«We put into place the strongest and most comprehensive anti-sexual harassment protections in the nation, ending once and for all the secrecy and coercive practices that have enabled this unacceptable behavior for far too long.»

Gov. Andrew Cuomo and state lawmakers on Friday reached a final agreement that signs off on $ 168.3 billion in state spending for the coming fiscal year in an agreement that includes disparate issues such as reforming the state's sexual harassment policies to placing a fee on ride hailing vehicles and yellow cabs in Manhattan to help fund mass transit.

The financial incentive of removing rent - stabilized tenants places these residents at risk for the worst abuses by malevolent landlords: harassment and the denial of repairs,» said Council Member Ritchie Torres.

The Geophysical Union will be a force for what he called «safe places for science,» free from all forms of harassment.

They asked for Marcy to be placed under restrictions that would prevent him from teaching or mentoring undergraduate students, and for the department to proclaim a zero tolerance policy towards sexual harassment.

This week in place of an article for men about neomasculinity, I will be Txt2day does not condone spamming, harassment or illegal activity.

The principles outline a shared responsibility to respect others, adopt a zero - tolerance approach to bullying and harassment, adhere to the laws around equality and health and safety, protect victims and witnesses, respect confidentiality, ensure that rigorous processes are in place for reporting and underline the value of inclusivity.

Stressing this was «a night for positivity», Kimmel expressed his hope that Hollywood could eradicate the problem of inappropriate sexual behaviour in the workplace so that «women will only have to deal with harassment all the time at every other place they go.»

Yet, the consequences of the usage of the new technology did not manage to prevent their users from harassment, attacks and of forms of suffering for publishing or broadcasting news and information in places where censorship and media control is a common practice.

Global Power of Weinstein Scandal Could Make the World a Safer Place for Women (New Daily) Judith Enck: The Harvey Weinstein Effect (WAMC) Sexual Harassment Among Teens Is Pervasive.

Not saying that it's good / bad for it to happen in the first place (it's not) but I get really irked whenever people bring up sexual abuse / harassment as a women's issue, when it affects both genders.

They are stuck in a rock and a hard place, trying to convince third parties to go back to their platform, when their games do not sell AND when they have to contend with harassment from Nintendo's fans for doing so.

It would be too funny if a professor of climate science didn't penalize a student for not placing units on an exam answer, for fear that the student would claim harassment.

In addition to these changes, the government has the ability to prescribe additional specific requirements for the policies and procedures that employers must have in place to address workplace harassment, so new regulations may be coming in future if it's determined that employers need additional guidance to ensure effective policies are put in place.

If you've been a victim of employment - related sexual harassment, even if your harassment didn't take place at your place of business, you may have a claim for damages.

Employers can be liable for discrimination and harassment by their employees, unless they take such steps as are reasonably practicable to prevent it taking place.

Question 5: Explain when it will and when it will not be a requirement for the employer to provide a written report, when an harassment investigation has taken place.

Make sure you have a game plan in place for how to handle inappropriate behavior that could potentially lead to a sexual harassment claim when the eggnog starts flowing.

«But the time has now come for a greater responsibility and accountability to be placed onto organisations to prevent harassment and discrimination in the first place.

To help our clients prevent as much as possible later disagreements that may degenerate in business impacting issues, we assist on individual matters that arise at various stages of employment, including customized assistance for executive employment agreements, staff training, workplace policies, executing, amending, suspending, and terminating employment contracts, discrimination and harassment claims at the work place, disciplinary proceedings.

The AGM told Doyle to stop being so emotional, criticized her for placing Rogers» reputation on the line, and performed a very cursory investigation of her sexual harassment complaints.

Everyone should have a good time and a tip for our HR pros: Make sure you have a game plan in place for how to handle inappropriate behavior that could potentially lead to a sexual harassment claim when the eggnog starts flowing.

This includes ensuring that there are robust policies and processes in place to create a safe and supportive environment for employees to report harassment and abuse, including multiple and anonymous channels for reporting.

Now courts could go beyond the usual remedies of only being able to award money for compensation of sexual harassment or sexual violence and impose the broader remedies available under the Code such as forcing the employer to apologize, to ensure that offending employees stop their behaviours, to conduct anti-harassment and anti-discrimination training and to put in place the anti-harassment and anti-discrimination policies.

Some of the most common are wrongful termination, discrimination, retaliation, violations of the Family Medical Leave Act, violations of the Fair Employment and Housing Act, Violations of the California Family Rights Act, privacy breaches (e.g. disclosure of a medical condition to someone who did not need to know), contract breaches, unfair bargaining and / or union and labor law disputes, unpaid wages, unpaid overtime, failure to pay minimum wage for all hours worked, failure to provide proper pay stubs, failure to pay for unused vacation days upon resignation or termination, failure to pay for all hours worked within 72 hours of quitting, failure to pay for all hours worked immediately upon leaving when the employee gives fair notice or resignation to the employer, failure to keep adequate records, failure to produce employment records upon request, failure to provide wage and pay information upon hiring, misclassification of an hourly employee as an exempt employee, misclassification of an hourly employee as an independent contractor, work place bullying, sexual harassment, disparate impact, disparate treatment, class actions for failure to pay wages and over time, class actions for failure to provide meal and rest breaks, and class actions for failure to reimburse employees for expenses.

«The experience of harassment or discrimination on the basis of, among others, one's sex, sexual orientation, race, place of origin, or ability is harmful, degrading, and disempowering regardless of whether it comes from a boss, a co-worker, a contractor or a customer,» says Raji Mangat, Director of Litigation for West Coast LEAF and co-counsel on the case.

The employer did not have a formal policy in place for dealing with sexual harassment.

The Canada Labour Code defines sexual harassment as «any conduct, comment, gesture, or contact of a sexual nature that is likely to cause offence or humiliation to any employee; or that might, on reasonable grounds, be perceived by that employee as placing a condition of a sexual nature on employment or on any opportunity for training or promotion.»

Looking at the two different aspects of sexual harassment as defined by the Canada Labour Code, more than half of working women in Canada (54 %) say they have experienced conduct, comments, gestures or contact of a sexual nature that caused them offence or humiliation, while three - in - ten (30 %) experienced conduct, comments, gestures or contact of a sexual nature that they perceived as placing a condition of a sexual nature on their employment or on any opportunity they might have for training or promotion.

- Employers should have a plan in place for how to proceed with workplace investigations to respond to allegations of harassment or violence.

Once the relationship ends and a claim for harassment is filed, the contract may show that the employer was taking reasonable means to prevent harassment, but it certainly does not prevent the employee from making the complaint in the first place.