ARTICLE HARASSMENT. The Board and the Union agree that every employee has the right to freedom from harassment in the working environment.
ARTICLE HARASSMENT. The Board, in consultationwith the Union, will develop, implement and maintain a harassment policy. An OccasionalTeacher has the right to lodge a complaint of harassment with the Board without fear of reprisal or threat of reprisal for so doing. The complaint will be investigated and necessary actions will be taken to resolve the situation in accordance with the Board's harassment policy.
ARTICLE HARASSMENT. The Board, recognizes its obligation to ensure that every teacher is free from harassment in the working environment. Harassment complaints will be addressed in accordance with Board Harassment Policy of the District School Board Ontario North East Policy Manual. Amendment to this policy will be in consultation with the Union.
ARTICLE HARASSMENT. The Employer and the Union recognize that the Employer has a policy and guidelines regarding the prevention of harassment as defined under the Canadian Human Rights (including sexual harassment) as a form of discrimination prohibited under that Act. This policy protects the rights of employees to work in an environment free from such harassment as defined under the Canadian Human Rights and confirms that harassment will not be tolerated in the workplace. An employee who has concerns regarding harassment may either file a harassment complaint in accordance with the provisions of the Employer's harassment policy and guidelines or file a grievance in accordance with the relevant provisions of accordance with the Employer's harassment policy and guidelines, at the request of a complainant or respondent to a harassment complaint and subject to the requirements of the Access to Information Act and Privacy the Employer shall provide the complainant and/or respondentwith an official copy of the harassment complaint investigation report. The Employer and the Union recognize that this does not create any substantive rights outside of those created in the Employer's policy and that the terms of the Employer's harassment policy and guidelines, dated May as agreed to by do not form part of this agreement. The Employer confirms its intention to maintain a harassment policy and consult with regarding any amendments to the policy. A copy of the revised policy will be provided to and PART -WORKING CONDITIONS
ARTICLE HARASSMENT. The Employer, the employees and the Union recognize the right of all persons employed at the hospital to work in an environment free from unwanted personal harassment, sexual harassment or abuse of authority, and agree that any of the aforementioned actions will not be tolerated in the workplace. Cases of proven personal harassment, sexual harassment or abuse of authority by a person employed in the hospital is considered a disciplinary infraction and will be dealt with as such. Personal harassment means any improper behavior by a person employed in the hospital that is directed at and offensive to another person employed in the hospital, and which the first person knew or ought reasonably to have known would be unwelcome. Personal harassment comprises objectionable conduct, comment or display that demeans, belittles or causes personal humiliation, or embarrassment to the recipient. This includes harassment as described in Section of the Yukon Human Rights Act. Sexual harassment means any conduct, comment, gesture or contact of a sexual nature: That might reasonably be expected to cause offense or humiliation; or That might reasonably be perceived as placing a condition of a sexual nature on employment or on any opportunity for training or promotion. Abuse of authority means an individual’s improper use of power and authority inherent in the position held, by means of intimidation, threats, blackmail or coercion. This comprises actions which endanger an employee’s job, undermine an employee’s ability to perform the job or threaten the economic livelihood of an employee. However, it shall not include the legitimate exercise of an individual’s supervisory power or authority. Any level in the grievance procedure shall be waived if a person hearing the grievance is the subject of the complaint. Grievances under this Article will be handled with all possible confidentiality and dispatched by the Union and the Employer. An alleged offender shall be given notice of the substance of a complaint under this Article and shall be given notice of and be entitled to attend, participate in, and be represented at any grievance hearing or any arbitration under this Collective Agreement.
ARTICLE HARASSMENT. It is in the interest of the Company and the Union to provide a work environment that is supportive of productivity and the dignity and self-esteem of every employee. The provisions of Company Policy "Harassment", are applicableto all employees in this regard. Should a complaint proceed under the grievance procedure, neither the complainant nor the alleged harasser shall function as a representative Union or the Company during AGREEMENT 97/99 the processing of the grievance. Such grievances will be handled with possible and dispatch by the Company and the Union.
ARTICLE HARASSMENT. The parties agree to abide by the Ontario Human rights Code and its regulations and to recognize the right of the employees to work in an environment free from any form of harassment, and the employer recognizes its responsibility to maintain a harassment and discriminationfree workplace.
