Common use of Anti-Harassment Policy Clause in Contracts

Anti-Harassment Policy. The parties agree that every individual has the right to dignity, respect, and the right to be treated fairly and are committed to ensuring a work environment that is free of discrimination and harassment. Discrimination and harassment in the workplace by any employee, union representative or customer will not be tolerated. Harassment is broadly defined as any unsolicited, unwelcome, disrespectful or offensive behavior that is based on the prohibited grounds of discrimination outlined in the Canadian Human Rights Act, including: Race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender identity, marital status, family status, disability and conviction for which a pardon has been granted. Harassment may be related to any of the discriminatory grounds contained in the Canadian Human Rights Act as described above. Harassment is defined as one, or a series of, hostile, offensive or inappropriate comments or conduct which is known to be unwelcome or which a reasonable person would know to be unwelcome without it being explicitly stated, and is based on one of the prohibited grounds. Examples of harassment include, but are not limited to, unwanted comments or remarks, jokes, slurs, graffiti, and literature including pictures and posters, depicting people in a negative light based on the prohibited grounds, e.g. racial or religious harassment, age harassment, etc. Sexual harassment is defined 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. Examples of sexual harassment include, but are not limited to: • An implied or expressed threat of reprisal for refusal to comply with a sexually oriented request; • A demand for sexual favors in return for (continued) employment or more favorable treatment; • Unwelcome remarks, jokes, innuendoes, propositions, or taunting about a person’s body, attire, sex or sexual orientation; • Displaying of pornographic or sexist pictures or materials;

Anti-Harassment Policy. The parties agree that every individual has the right to dignity, respect, and the right to be treated fairly and are committed to ensuring a work environment that is free of discrimination and harassment. Discrimination and harassment in the workplace by any employee, union representative or customer will not be tolerated. Harassment is broadly defined as any unsolicited, unwelcome, disrespectful or offensive behavior that is based on the prohibited grounds of discrimination outlined in the Canadian Human Rights Act, including: Race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender identity, marital status, family status, disability and conviction for which a pardon has been granted. Harassment may be related to any of the discriminatory grounds contained in the Canadian Human Rights Act as described above. Harassment is defined as one, or a series of, hostile, offensive or inappropriate comments or conduct which is known to be unwelcome or which a reasonable person would know to be unwelcome without it being explicitly stated, and is based on one of the prohibited grounds. Examples of harassment include, but are not limited to, unwanted comments or remarks, jokes, slurs, graffiti, and literature including pictures and posters, depicting people in a negative light based on the prohibited grounds, e.g. racial or religious harassment, age harassment, etc. Sexual harassment is defined 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. Examples of sexual harassment include, but are not limited to: •  An implied or expressed threat of reprisal for refusal to comply with a sexually oriented request; •  A demand for sexual favors in return for (continued) employment or more favorable treatment; •  Unwelcome remarks, jokes, innuendoes, propositions, or taunting about a person’s body, attire, sex or sexual orientation; •  Displaying of pornographic or sexist pictures or materials;;  Leering (suggestive persistent staring)

Anti-Harassment Policy. The parties agree that every individual has the right to dignity, respect, and the right to be treated fairly and are committed to ensuring a work environment that is free of discrimination and harassment. Discrimination and harassment in the workplace by any employee, union representative or customer will not be tolerated. Harassment is broadly defined as any unsolicited, unwelcome, disrespectful or offensive behavior behaviour that is based on the prohibited grounds of discrimination outlined in the Canadian Human Rights Act, including: Race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender identity, marital status, family status, disability and conviction for which a pardon has been granted. Harassment may be related to any of the discriminatory grounds contained in the Canadian Human Rights Act as described above. Harassment is defined as one, or a series of, hostile, offensive or inappropriate comments or conduct which is known to be unwelcome or which a reasonable person would know to be unwelcome without it being explicitly stated, and is based on one of the prohibited grounds. Examples of harassment include, but are not limited to, unwanted comments or remarks, jokes, slurs, graffiti, and literature including pictures and posters, depicting people in a negative light based on the prohibited grounds, e.g. racial or religious harassment, age harassment, etc. Sexual harassment is defined 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. Examples of sexual harassment include, but are not limited to: • An implied or expressed threat of reprisal for refusal to comply with a sexually oriented request; • A demand for sexual favors favours in return for (continued) employment or more favorable favourable treatment; • Unwelcome remarks, jokes, innuendoes, propositions, or taunting about a person’s body, attire, sex or sexual orientation; • Displaying of pornographic or sexist pictures or materials;; • Leering (suggestive persistent staring)

Anti-Harassment Policy. The parties agree that every individual As a part of our commitment to equal opportunity, Tri-CAP has the right to dignity, respect, and the right to be treated fairly and are committed to ensuring a work environment that is free of discrimination and harassmentadopted an anti-harassment policy. Discrimination and harassment in the workplace by any Any employee, union representative officer or customer will not be tolerated. Harassment is broadly defined as any unsolicited, unwelcome, disrespectful or offensive behavior that is based agent who engages in harassment on the prohibited grounds basis of discrimination outlined in the Canadian Human Rights Actrace, including: Racecolor, national or ethnic origin, colourcreed, religion, agenational origin, sex, sexual orientation, gender identity, marital status, family statusstatus with regard to public assistance, disability membership or activity in a local human rights commission, disability, age or other legally protected characteristics; any employee, officer or agent who permits employees, officers or agents under his/her supervision to engage in such harassment; or any employee, officer or agent who retaliates or permits retaliation against an employee, officer or agent who reports such harassment is guilty of misconduct and conviction for shall be subject to remedial action which a pardon has been granted. Harassment may be related to any include the imposition of the discriminatory grounds contained in the Canadian Human Rights Act as described above. Harassment is defined as one, discipline or a series of, hostile, offensive or inappropriate comments or conduct which is known to be unwelcome or which a reasonable person would know to be unwelcome without it being explicitly stated, and is based on one termination of the prohibited groundsservice. Examples of harassment includemay include derogatory comments regarding a person’s race, but are not limited tocolor, unwanted comments religion, or remarksother protected characteristics, jokes, slurs, graffitisexually explicit or other offensive images (whether printed or displayed on a computer), and literature including pictures and posters, depicting people in a negative light jokes that are based on the prohibited groundsstereotypes of particular races, e.g. racial or religious harassmentsexual orientations, age harassmentages, etcreligions, and other protected characteristics. Sexual harassment Harassment is defined as prohibited and includes any conductunwelcome sexual advance, comment, gesture request for sexual favor and other verbal or contact physical conduct of a sexual nature when:  Submission to such conduct is made, either explicitly or implicitly, as a term or condition of employment;  Submission to or rejection of such conduct is used as a factor in any employment decision affecting any individual; or  Such conduct has the purpose or effect of unreasonably interfering with any employee’s work performance or creating an intimidating, hostile or offensive working environment. Although the intent of the person engaging in the conduct may be harmless or even friendly, it is the welcomeness of the conduct by the recipient that is likely relevant to cause offence whether the conduct is harassment. Given the difficulty of judging whether the conduct is welcome or humiliation unwelcome in particular situations, Tri-CAP prohibits all employees from engaging in any harassment based on any protected category in the work setting. This policy applies to any everyone, including Directors. No retaliation or intimidation directed towards anyone who makes a complaint will be tolerated. If you believe you have been a victim of harassment, take the following steps:  If possible, whether the person is an employee or non-employee, clearly explain to the person causing the harassment that the behavior is objectionable and ask that it stop. Do this as soon as it happens.  Utilize the Tri-CAP Violence/Harassment Report form (Located in the back of your Personnel Manual).  If the behavior does not stop, inform your Director (the Executive Director and/or the Human Resources Director, if the Director is the person causing the harassment). If the employee, officer or agent feels that mightreporting offensive behavior to the Director, on reasonable grounds, be perceived by that employee as placing a condition of a sexual nature on employment Executive Director or on any opportunity for training the Human Resources Director is impossible or promotion. Examples of sexual harassment include, but are not limited to: • An implied or expressed threat of reprisal for refusal to comply with a sexually oriented request; • A demand for sexual favors in return for (continued) employment or more favorable treatment; • Unwelcome remarks, jokes, innuendoes, propositionseffective, or taunting about if that individual is participating in the offensive behavior, the offensive behavior should be reported to one of the following individuals: Chair of Tri-CAP Board of Directors or a person’s body, attire, sex or sexual orientation; • Displaying member of pornographic or sexist pictures or materials;the Executive Committee. Tri-CAP will investigate and attempt to resolve your complaint promptly.