Common use of ANTI-HARASSMENT AND DISCRIMINATION Clause in Contracts

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. 13.1 All Dependent Contractors 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 understood that both the Company and the Union shall cooperate in every to reduce or eliminate any type of harassment in the workplace. Harassment is in no way to be construed as properly discharged supervisory responsibilities including delegation of work assignments, the assessment of discipline or any conduct that does not undermine the dignity of the individual. Complaint Resolution Procedure: If a Dependent Contractor an employee believes that they have he or she has been harassed and/or discriminated against on the basis of a prohibited ground of discrimination, 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 employee may: a) : Tell the person involved as soon as possible possible, how you feel 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 national Representative or the Local 4050 President. c) . Be prepared to provide a written summary of your complaint. The parties will review the complaint and, and where warranted, will strike a committee and carry out a joint investigation. d) . The Joint Committee joint committee will consist of equal members of Management and the Union. The actual composition of the Joint Committee joint committee will be determined by the parties on a case-by-case by case basis. e) It . is the intention of Company and the Union and the Company that, 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.