Conflict With Policy. In the event that there is a conflict between the contents of this Agreement and any policy made by the Employer, or on behalf of the Employer, this Agreement shall take precedence over the said policy.
Conflict With Policy. A provision in this Agreement that conflicts with an Employer policy prevails over the Employer policy.
Conflict With Policy.
(a) In the event that any future legislation renders null and void or materially alters any provision of this agreement, the parties will negotiate a mutually agreeable provision to be substituted for the provision rendered null and void or materially altered. All other provisions of the agreement will remain in full force and effect.
(b) In the event there is a conflict between the contents of the agreement and any regulation made by the Employer, or on behalf of the Employer, this agreement will take precedence over the said regulation.
Conflict With Policy. In the event that there is a conflict between the contents of this Agreement and any regulation made by the Employer, or on behalf of the Employer, this Agreement shall take precedence over the said regulation. Any new or changed policies will be reviewed by the Joint Labour Management Committee and brought to the attention of the effected employees.
Conflict With Policy. In the event that there is a conflict between the contents of this agreement and any policy made by the Employer, or on behalf of the Employer, this agreement shall take precedence over the said policy. Singular and Plural Wherever the singular is used in this agreement the same shall be construed as meaning the plural if the context requires unless otherwise specifically stated. Human Rights Code The parties hereto subscribe to the principles of the Human Rights Code of British Columbia. In accordance with Clause 7.4 - Policy Meetings, the parties will continue to review methods of extending knowledge of the Human Rights Code within CLBC and for extending knowledge relating to the Human CLBC, in cooperation with the Union, will promote a work environment that is free from discrimination where all employees are treated with respect and dignity. Discrimination relates to any of the prohibited grounds contained in the BC Human Rights Code. Prohibited conduct may be verbal, non-verbal, physical, deliberate or unintended, unsolicited or unwelcome, as determined by a reasonable person. It may be one incident or a series of incidents depending on the context. Employees have the right to employment without discrimination because of race, colour, ancestry, place of origin, religion, family status, marital status, physical disability, mental disability, sex, age, sexual orientation, political beliefs, and criminal or summary offence unrelated to their employment. Discrimination does not include actions occasioned through exercising in good faith the Employer's managerial/supervisory rights and responsibilities. Protection against discrimination extends to incidents occurring at or away from the workplace during or outside working hours provided the acts are committed within the course of the employment relationship.
Conflict With Policy. In the event that there is a conflict between the contents of this agreement and any policy made by the Employer, or on behalf of the Employer, this agreement shall take precedence over the said policy. The parties agree that the Employer has the right to make rules provided they are not inconsistent with this agreement. Sexual Harassment The Union and the Employer recognize the right of employees to work in an environment free from sexual harassment. The Employer shall take such actions as are necessary respecting an employee engaging in sexual harassment. Sexual harassment means sexually oriented verbal or physical behaviour which an individual would reasonably find to be unwanted or unwelcome, giving consideration to all surrounding circumstances and which may detrimentally affect the work environment. Such behaviour could include, but is not limited to:
