Anti-Bullying. (a) The Employer and Union supports the rights of all people to work in an environment free from bullying. Everyone is expected to adhere to acceptable conduct at all times by respecting the rights and feelings of others and by refraining from any behaviour that might be harmful to others.
(b) Bullying is verbal or physical conduct that over a period of time, continuously and systematically:
(1) intimidates, shows hostility, threatens and offends others;
(2) interferes with a worker's performance;
(3) otherwise adversely affects others.
(c) An employee who wishes to pursue a concern arising from alleged bullying may submit a complaint in writing, within 15 days of the latest alleged occurrence, through the Union or directly to the General Manager or their designate (the "General Manager"). Complaints of this nature shall be treated in strict confidence by the employees involved, the Union and the Employer.
(d) Immediate defusing, debriefing where deemed appropriate will be made available to employees, by qualified practitioners, at no cost to the affected employee.
(e) The parties will make every reasonable effort to find a remedy. Once the remedy is agreed, it will be implemented within 15 days.
(f) An employee in need of assistance may call WorkSafeBC Critical Incident Response pager. The Employer will post the current pager contact information in the workplace.
Anti-Bullying. The Employer and the Union support the rights of all people to work in environment free from bullying. Everyone is expected to adhere to acceptable conduct at all times by respecting the rights and feelings of others and by refraining from any behaviour that might be harmful to others. Bullying conduct includes, but is not limited to: Name calling; Humiliation; Spreading rumours; Gossiping; Public ridicule; Scapegoating and blaming; Taunting; Ostracizing; Sexualizing; Making racial or ethnic slurs; Treating people like they are invisible; Rude interruptions; Sarcastic jokes; Invading one's personal territory; Giving limited information, then blaming; Cyber bullying (bullying through email, internet, text messaging, internet websites, etc.); Removing areas of responsibilities without cause; Constantly changing work guidelines; Establishing impossible deadlines that will set up an individual to fail; Assigning unreasonable duties or workload which are unfavourable to one person (in a way that creates unnecessary pressure); Underwork – creating a feeling of uselessness; Criticizing a person persistently or consistently; Belittling a person's opinions; Unwarranted or undeserved discipline; Blocking applications for training, leaves or promotions; Tampering with a person's personal belongings or work equipment.
Anti-Bullying. The Employer and Union supports the rights of all people to work in an environment free from bullying. Everyone is expected to adhere to acceptable conduct at all times by respecting the rights and feelings of others and by refraining from any behaviour that might be harmful to others.
Anti-Bullying. The Employer and the Union support the rights of all people to work in an environment free from bullying. Everyone is expected to adhere to acceptable conduct at all times by respecting the rights and feelings of others and by refraining from any behavior that might be harmful to others. Bullying conduct includes, but is not limited to: Name calling, humiliation, spreading rumors; Gossiping; Public ridicule; Scapegoating and blaming; Taunting; Ostracizing; Sexualizing; Making racial or ethnic slurs; Treating people like they are invisible; Rude interruptions; Sarcastic jokes; Invading one's personal territory; Giving limited information, then blaming; Cyber bullying (bullying through email, internet, text messaging, internet websites, etc.); Removing areas of responsibility without cause; Constantly changing work guidelines; Establishing impossible deadlines that will set up an individual to fail; Assigning unreasonable duties or workload which are unfavorable to one person (in a way that creates unnecessary pressure); Underwork – creating a feeling of uselessness; Criticizing a person persistently or consistently; Belittling a person's opinions; Unwarranted or undeserved discipline; Blocking applications for training, leaves or promotions; Tampering with a person's personal belongings or work equipment.
Anti-Bullying. The Employer in cooperation with the Union will promote a work environment that is free from bullying where all employees are treated with dignity and respect. Bullying is defined as: any inappropriate conduct or comment by a person towards a worker that the person knew or reasonably ought to have known would cause that worker to be humiliated, intimidated, degraded, insulted, or offended; possibly in front of coworkers, clients or customers. Examples of bullying may include:
(1) verbal aggression or insults; calling someone derogatory names;
(2) vandalizing personal belongings;
(3) sabotaging someone's work;
(4) spreading malicious gossip or rumours about someone (including on social media);
(5) engaging in harmful initiation practices;
(6) physical or verbal threats (this may also constitute "violence" under the Workers Compensation Act or Criminal Code;
(7) making personal attacks based on someone's personal life and/or personal traits;
(8) making aggressive or threatening gestures;
(9) coercion;
(10) exclusion;
(11) misuse of authority. This definition excludes any reasonable action taken by an employer or supervisor relating to the management or direction of workers at the workplace.
Anti-Bullying. (a) The Employer and Union supports the rights of all people to work in an environment free from bullying. Everyone is expected to adhere to acceptable conduct at all times by respecting the rights and feelings of others and by refraining from any behaviour that might be harmful to others.
(b) Bullying is verbal or physical conduct that over a period of time, continuously and systematically:
(1) intimidates, shows hostility, threatens and offends others;
(2) interferes with a worker's performance;
(3) otherwise adversely affects others.
(c) An employee who wishes to pursue a concern arising from alleged bullying may submit a complaint in writing, within thirty (30) days of the latest alleged occurrence. Complaints of this nature shall be treated in strict confidence by the employees involved, the Union and the Employer.
(d) Immediate defusing, debriefing where deemed appropriate will be made available to employees, by qualified practitioners, at no cost to the affected employee.
(e) The parties will make every reasonable effort to find a remedy. Once the remedy is agreed, it will be implemented within fifteen (15) days.
Anti-Bullying. (a) The Employer and Union supports the rights of all people to work in an environment free from bullying. Everyone is expected to adhere to acceptable conduct at all times by respecting the rights and feelings of others and by refraining from any behaviour that might be harmful to others.
(b) Bullying is verbal or physical conduct that over a period of time, continuously and systematically:
(1) Intimidates, shows hostility, threatens and offends others; (2) Interferes with a worker's performance;
Anti-Bullying. Prior to filling a complaint with the Employer, the complainant should make every effort to resolve the issue, with the assistance of a shop xxxxxxx or union representative if necessary, and provide the Employer with proof that this step has been taken. If unable to resolve the issue the following procedure applies:
(a) The Employer and Union supports the rights of all people to work in an environment free from bullying. Everyone is expected to adhere to acceptable conduct at all times by respecting the rights and feelings of others and by refraining from any behaviour that might be harmful to others.
(b) Bullying is verbal or physical conduct that over a period of time, continuously and systematically:
(1) Intimidates, show hostility, threatens and offends others;
(2) Interferes with a worker's performance;
(3) Otherwise adversely affects others.
(c) An employee who wishes to pursue a concern arising from alleged bullying may submit a complaint in writing, within 15 days of the latest alleged occurrence, through the Union or directly to the Housing Administrator or her designate. Complaints of this nature shall be treated in strict confidence by the employees involved, the Union and the Employer.
(d) Immediate defusing, debriefing where deemed appropriate will be made available to employees, by qualified practitioners, at no cost to the affected employee.
(e) The parties will make every reasonable effort to find a remedy. Once the remedy is agreed, it will be implemented within 15 days.
Anti-Bullying.
(a) The Employer and the Union supports the rights of all people to work in an environment free from bullying. Everyone is expected to adhere to acceptable conduct at all times by respecting the rights and feelings of others and by refraining from any behaviour that might be harmful to others.
(b) Bullying is verbal or physical conduct that over a period of time, continuously and systematically:
(1) intimidates, shows hostility, threatens and offends others;
(2) interferes with a worker's performance;
(3) otherwise adversely affects others.
(c) The Employer shall maintain an anti-bullying policy in compliance with WorkSafeBC that includes a complaint procedure.
Anti-Bullying. (a) Bullying will not be tolerated in the workplace. Health Services will promote this message through their employment policies and procedures.
(b) Workplace bullying is regarded as repeated, unreasonable behaviour directed towards a worker, or group of workers, that creates a risk to health and safety (or other such definition that may be included in the Act).
(c) However, the definition of workplace bullying does not include:
(i) reasonable performance management by a Health Service;
(ii) reasonable disciplinary management by a Health Service; and
(iii) management direction or action when conducted in a reasonable manner.
