ANTI-HARASSMENT AND DISCRIMINATION. 13.1 All Dependent Contractors are expected to treat all persons with courtesy and consideration and must not engage in discrimination or harassment because of a prohibited ground contrary to the Canadian Human Rights Act (the “Act”). Prohibited grounds are race, national or ethnic origin, colour, religion, age, sex, sexual orientation, marital status, family status, disability or conviction for an offence for which a pardon has been granted. If a Dependent Contractor believes that they have been harassed and/or discriminated against on the basis of a prohibited ground of discrimination, the Dependent Contractor should bring their complaint of harassment or discrimination to the attention of the Company or the Union. If the Company or the Union are not made aware of any issues of harassment or discrimination they may be unable to address such issues. The Dependent Contractors may:
a) Tell the person involved as soon as possible how you feel and request that the person stop the conduct you find offensive.
b) If you feel uncomfortable approaching the person, or if the harassment continues, bring the incident forming the basis of the complaint to the attention of the Manager, Human Resources and/or the National Representative or the Local 4050 President.
c) The parties will review the complaint and, where warranted, will strike a committee and carry out a joint investigation.
d) The Joint Committee will consist of equal members of Management and the Union. The actual composition of the Joint Committee will be determined by the parties on a case-by-case basis.
e) It is the intention of the Union and the Company that, where practical, the joint investigation will begin within five (5) working days of the lodging of the written complaint and shall be completed within fifteen (15) calendar days after the lodging of the written complaint.
f) All matters brought before the committee will be dealt with the utmost confidentiality.
g) Any complaint not resolved through this process may be addressed by the Union pursuant to Article 4.
ANTI-HARASSMENT AND DISCRIMINATION. 5.01 (c) Anti-harassment and discrimination training will be provided to Management, Union representatives and will be delivered to all Hourly Employees and Owner Operators. The training will be the CAW program with the Company bearing the full costs.
ANTI-HARASSMENT AND DISCRIMINATION. All bargaining unit members and management and union representatives are expected to treat all persons with courtesy and consideration and must not engage in discrimination or harassment because of a prohibited ground contrary to the Canadian Human Rights Act (the "Act"). Prohibited grounds are race, national or ethnic origin, colour, religion, age, sex, sexual orientation, marital status, family status, disability or conviction for an offence for which a pardon has been granted.
ANTI-HARASSMENT AND DISCRIMINATION. This contract is subject to the provisions of the Department of Administrative Services’ Anti-Harassment and Discrimination Policy (“Policy”) and, as such, the contract may be cancelled, terminated, or suspended by the State in the event that the contractor, its employees, contractors, subcontractors, consultants, subconsultants, or vendors engage in behavior prohibited by the provisions of the Policy (a copy of the Policy is available on the DAS website). The contractor agrees to include a copy of the Policy, and the requirement to prevent behavior as defined in such Policy, in all contracts with its contractors, subcontractors, consultants, subconsultants, and vendors.
ANTI-HARASSMENT AND DISCRIMINATION. 5.01 It is agreed by the Company and the Union that in carrying out their obligations under this agreement there shall be no discrimination, harassment, or stronger disciplinary action exercised or practiced with respect to an Hourly Employee or Owner Operator by reason of membership or activity in the Union, or of a prohibited ground. All Hourly Employees and Owner Operators are expected to treat all persons with courtesy and consideration and must not engage in discrimination or harassment because of a prohibited ground contrary to the Canadian Human Rights Act (the “Act”), or as defined below. Prohibited grounds are race, national or ethnic origin, bullying, colour, religion, age, sex, sexual orientation, marital status, family status, disability or conviction for an offence for which a pardon has been granted.
5.02 a) It is understood that both the Company and the Union shall cooperate in every way to reduce or eliminate any type of harassment in the workplace as per the Company Anti- Harassment and Discrimination policy.
ANTI-HARASSMENT AND DISCRIMINATION. This contract is subject to the provisions of the Department of Administrative Services’ Anti-Harassment and Discrimination Policy (“Policy”) and, as such, the contract may be cancelled, terminated, or suspended by the State in the event that the contractor, its employees, contractors, subcontractors, consultants, subconsultants, or vendors engage in behavior prohibited by the provisions of the Policy (a copy of the Policy is available on the DAS website). The contractor agrees to include a copy of the
ANTI-HARASSMENT AND DISCRIMINATION. 17.01 All Employees are expected to treat all persons with courtesy and consideration and must not engage in discrimination or harassment because of a prohibited ground contrary to the Canadian Human Rights Act (the "Act"). Prohibited grounds are race, national or ethnic origin, colour, religion, age, sex, sexual orientation, marital status, family status, disability or conviction for an offence for which a pardon has been granted.
(a) It is agreed that the workplace should be free from any type of sexual or other harassment which violates the Human Rights Act, including bullying. It is also agreed that any complaint involving sexual or other harassment which violates the Human Rights Act, including bullying shall be submitted at Step 3 as per the grievance procedure as outlined in the Collective Agreement.
(b) It is also understood that both the Company and the Union shall cooperate in every way to reduce or eliminate any type of harassment in the workplace.
ANTI-HARASSMENT AND DISCRIMINATION. All employees are expected to treat all persons with courtesy and consideration and must not engage in discrimination or harassment because of a prohibited ground contrary to the Canadian Human Rights Act (the “Act”). Prohibited grounds are race, national or ethnic origin, colour, religion, age, sex, sexual orientation, marital status, family status, disability or conviction for an offence for which a pardon has been granted. If an employee believes that they have harassed discriminated against on the basis of a prohibited ground of discrimination employee may: Tell the person involved as soon as possible, how you feel, and request that they stop the conduct you find offensive. If you feel uncomfortable approaching the person, or if the harassment continues, bring the incident forming the basis of the complaint to the attention of the Manager, Human Resources a Union Representative. The parties will review the complaint and where warranted, will strike a committee and carry out a joint investigation. The Joint Committee will consist of equal members of Management and the Union. The actual composition of the joint committee will be determined by the parties on a case by case basis. It is the intention of the Union and the Company that, where practical, the joint investigation will begin within five (5) days of the lodging of the written complaint and shall be completed within fifteen (IS) working days after the lodging of the written complaint. Any complaint not resolved through this process may be addressed by the Union pursuant to Article
ANTI-HARASSMENT AND DISCRIMINATION. 5.01 It is agreed by the Company and the Union that in carrying out their obligations under this agreement there shall be no discrimination, harassment, or stronger disciplinary action exercised or practiced with respect to an Hourly Employee or Owner Operator by reason of membership or activity in the Union, or of a prohibited ground.
5.02 a) It is understood that both the Company and the Union shall cooperate in every way to reduce or eliminate any type of harassment in the workplace as per the Company Anti-Harassment and Discrimination policy.
ANTI-HARASSMENT AND DISCRIMINATION. All are expected to treat all persons with courtesy and consideration and must not engage in discrimination or harassment because of a prohibited ground contrary to the Canadian Human Rights Act (the “Act”). Prohibited grounds are race, national or ethnic colour, religion, age, sex, sexual orientation, marital status, family status, disability or conviction for an offence for which a pardon has been granted. If an believes that they have been harassed discriminated against on the basis of a prohibited ground of discrimination the may: Tell the person involved as soon as possible, how you feel, and request that they stop the conduct you find offensive. If you feel uncomfortable approaching the person, or if the harassment continues, bring the incident forming the basis of the complaint to the attention of the Manager, Human Resources a Union Representative. The parties will review the complaint and where warranted, will strike a committee and carry out a joint investigation. The Joint Committee will consist of equal members of Management and the Union. The actual composition of the joint committee will be determined by the parties on a case by case basis.
