Canadian Human Rights Act. The parties hereto subscribe to the principles of the Canadian Human Rights Act, RSC 1985.
Canadian Human Rights Act. The parties to this collective agreement agree that any claim by an employee pertaining to a violation of the Canadian Human Rights Act may be the subject of a grievance which shall be processed in accordance with the grievance procedure provided for herein.
Canadian Human Rights Act. 291. Nothing in this Agreement limits the operation of the Canadian Human Rights Act in respect of the Westbank First Nation and Westbank Lands and Members. The interpretation and application of the Canadian Human Rights Act in respect of Westbank First Nation and Westbank Lands and Members shall take into account:
Canadian Human Rights Act. The Employer agrees to deduct an amount equal to Alliance dues from the regular pay of each employee and within one week after making each such deduction, pay the sum so deducted to the Alliance. When remitting such dues and other amounts the Employer shall provide the Alliance with the names, addresses, and classifications of the employees from whose pay such deductions have been made, together with the names, addresses, and classifications of any employees who have, since the last payment, ceased to be employed by the Employer. There shall be no discrimination practiced by reason of membership or activity in the Alliance by the Employer, any employee, or the Alliance. The Alliance shall save harmless the Employer from any and all claims which may be made against the Employer arising from, on in any way related to deductions made from the pay of an employee directed or authorized by the Alliance.
Canadian Human Rights Act. 2.11.1 Nothing in the Dehcho Agreement restricts the operation of the Canadian Human Rights Act or the territorial Human Rights Act.
Canadian Human Rights Act. The Canadian Human Rights Act contains discriminatory practices provisions which pertain to the rights of employees to seek redress under the Act in respect of sexual harass- ment. (See Section and OFF-DUTY STATUS The Union acknowledges the Company’s right to place employees on “off-duty status without pay” under circum- stances where the Company discontinues its revenue opera- tions due to an Act of God, national war emergency, revoca- tion of the certificates or strike, lockout or of the Company’s premises, grounding of a substantial number of Company aircraft or other circumstances over which the Company has no control. The General Chairmen will be informed of the Company’s intention to place employees on “off-duty status without pay” and the general handling of employees covered by the Agreement will be reviewed. At each location where employees are affected, local Union representatives will be advised of detailed handling. Employees will be given a minimum of twenty-four hours notice of intended action before being placed on “off-duty status without pay”. Where such is verbal it will be subsequently confirmed in writing. In any event, “off-duty status without pay” will not commence until twenty-four hours after cessation of service. Where employees are retained or returned to duty to perform required work, qualified employees shall be assigned on the basis of classification seniority in the category. Exceptions may be made where special skills or job continu- ity is required. In cases where it is decided to carry on scheduled training programs, those employees already involved shall be retained. The Company will not discriminate against Union Members with respect to clerical employees working in close relation- ship to employees covered by the Collective Agreement. This provision has no application to managerial, supervisory or confidential personnel in matters relating to labour rela- tions. Where employees covered by this Agreement are placed on “off- duty status without pay” other employees will not -_I_ _---II ^I--- “I unit. No overtime will be worked in a classification/category while . employees are on “off-duty status” in that classification/ EXPENSES Expenses payable to personnel for work and/or training assign- out-of-town are here for the information of covered by this Agreement. These rates are for such assignments for a maximum period of days. En route to and from assignment Hotel and other actual and reasonable costs where encoun- tered. ...
Canadian Human Rights Act. The Employer and the Union will not condone sexual harassment in the workplace and will cooperate to maintain a sexual harassment workplace. Sexual harassment is defined as a course of vexatious comment or conduct of a sexual nature that is known or ought reasonably to be known to be unwelcome in that it will likely cause offence or intimidation to any employee. Use in this agreement of the masculine or feminine gender shall be construed as including both male and female employees. ARTICLE NO STRIKES OR LOCKOUTS During the term of this Agreement neither the Union nor any of its or officials nor any employee shall take part in or call or encourage any strike, sit-down, slow-down, suspension of work or any other collective action against the Employer which shall in any way affect the operations of the Employer, nor shall the Employer or any of its officers or officials engage in any lockout of employees.
Canadian Human Rights Act. The parties agree that there shall be no discriminationin the employment of any person or the continuance of employment of any person under the terms and conditions of this Agreement by reason of race, national or ethnic origin, colour, religion, age, sex, sexual orientation, marital status, family status, disability, or conviction of an offence for which a pardon has been granted, provided this provision shall not apply with respect to any refusal, limitation, specification, or preference based on a bona fide occupational requirement. No Harassment The parties recognize the right of employees to work in an environment free from harassment or sexual harassment. The parties agree to xxxxxx and promote such an environment. Harassment is defined as deliberate actions, that ought reasonably to be known as unwelcome by the recipient and which serve no legitimate work related FIRST NATION March .doc purpose, toward any individuals, employees, Employer or other Band members. Sexual harassment includes but is not limited to:
Canadian Human Rights Act. Where an employee makes a complaint to the Human Rights Commission, the complaint shall not be arbitral and no grievance shall be filed by the Alliance in respect of such complaint. There shall be no discrimination in respect of employment by reason of membership or activity in the Alliance. An allegation of such discrimination is subject to the Grievance Procedure.
Canadian Human Rights Act. The parties to this collective agreement agree that any claim by an employee pertaining to a violation of the Canadian Human Rights Act may be the subject of a grievance which shall be processed in accordance with the grievance procedure provided for herein. - CONTRACTING OUT The Employer will continue past practice in giving all reasonable consideration to continued employment of employees who would otherwise become redundant because work is contracted out. - INTERPRETATION OF AGREEMENT The parties agree that, in the event of a dispute arising out of the interpretation of a clause or Article in this Agreement, it is desirable that the parties should meet within a reasonable time and seek to resolve the problem. This Article does not prevent an employee from availing himself of the grievance procedure provided in this Agreement. - SHIFT PREMIUM It is recognized that certain full-time employees whose hours of work are regularly scheduled on a shift basis in accordance with Article 16 and who receive Shift Premiums in accordance with Article 31 (hereinafter referred to as a shift work employee) are required to attend certain proceedings, under this collective agreement as identified in clause 51.01 (a) (this Article) and certain other proceedings identified in clause 51.01 (b) (this Article) which normally take place between the hours of 9 a.m. to 5 p.m. from Mondays to Fridays inclusive. When a shift work employee who is scheduled to work on the day of that proceeding and when the proceeding is not scheduled during the employee's scheduled shift for that day and when the majority of the hours of the employee's scheduled shift on that day do not fall between the hours of 9 a.m. to 5 p.m., upon written application by the employee, the Employer shall endeavour, where possible, to change the shift work employee's shift on the day of the proceeding so that the majority of the hours fall between 9:00 a.m. to 5:00 p.m. provided that operational requirements are met, there is no increase in cost to the Employer and sufficient advance notice is given by the employee. P a g e | 56 Certain Proceedings Under This Agreement CIRB Proceedings Clauses 14.01, 14.02, 14.04, 14.05 and 14.06 Personnel Selection Process Clause 21.12 Contract Negotiation and Preparatory Contract Negotiation Meetings Clauses
