Definitions of Discrimination/Harassment. The Commission, in cooperation with the Association, will promote a work environment that is free from harassment and discrimination where all employees are treated with respect and dignity.
(i) Discrimination and harassment is related to any of the prohibited grounds contained in the Human Rights Code, which include race, colour, ancestry, place of origin, political belief, religion, marital status, family status, physical or mental disability, illness, gender, sexual orientation, age or because a person has been convicted of a criminal or summary conviction offense that is unrelated to employment.
(ii) Sexual harassment is one form of discrimination and is defined as any unwelcome comment or conduct of a sexual nature that may detrimentally affect the work environment or lead to adverse job-related consequences for the victim of the harassment. This definition of sexual harassment is not meant to inhibit interactions or relationships based on mutual consent or normal social contact between employees.
(iii) Harassment is any conduct – verbal, non-verbal, physical or by innuendo...that is likely to cause offense or humiliation to any person within the context of (i) above.
(iv) Inappropriate behaviour, generally, may be an incident or a series of incidents of any direct or indirect conduct, comment, suggestion, gesture or communication, which:
(a) is likely to be unwelcome and cause offense, humiliation or intimidation to any employees;
(b) is unwanted or unwelcome whether intentional or unintentional;
(c) includes but is not limited to misuse of position of authority, subordinate/power relationships;
(d) might, on reasonable grounds, be perceived, explicitly or implicitly, as placing a term or condition on employment, training or promotional opportunities; extends to incidents occurring at or away from the workplace during or outside work hours provided the acts are committed within the course of the employment relationship;
(e) interferes with an individual’s job performance;
(f) has the effect of creating a poisoned or hostile working environment;
(g) this list is not exhaustive. Discrimination/harassment by an employee is a serious offense, and is subject to disciplinary action which may lead to discipline up to and including dismissal.
Definitions of Discrimination/Harassment. (a) Grounds for discrimination include race, colour, ancestry, place of origin, political belief, religion, marital status, family status, physical or mental disability, illness, gender, sexual orientation, age, or because a person has been convicted of a criminal or summary conviction offense that is unrelated to employment.
(b) Harassment is any conduct – verbal, physical or by innuendo – that is likely to cause offense or humiliation to any person within the context of (a) above.
(c) Inappropriate behaviour, generally, may be one incident or a series of incidents, of any direct or indirect conduct, comment, suggestion, gesture or communication, which:
(1) is likely to cause offense, humiliation or intimidation to any employees;
(2) is unwanted or unwelcome, whether intentional or unknowing;
(3) includes but is not limited to subordinate/power relationships;
(4) might, on reasonable grounds, be perceived, explicitly or implicitly, as placing a term or condition on employment, training or promotional opportunities;
(5) interferes with an individual’s job performance;
(6) has the effect of creating a poisoned or hostile working environment. This list is not exhaustive.
(d) Discrimination/harassment by an employee is a serious offense, and is subject to disciplinary action, which may lead to termination of employment.
Definitions of Discrimination/Harassment. (a) Grounds for discrimination include race, colour, ancestry, place of origin, political belief, religion, marital status, family status, physical or mental disability, illness, gender, sexual orientation, age or because a person has been convicted of a criminal or summary conviction offence that is unrelated to employment.
(b) Harassment is any conduct – verbal, physical or by innuendo that is likely to cause offence or humiliation to any person within the context of, but not limited to, (a) above.
(c) Inappropriate behaviour, generally, may be an incident or a series of incidents of any direct or indirect conduct, comment, suggestion, gesture or communication, which:
(1) is likely to cause offence, humiliation or intimidation to any employees;
(2) is unwanted or unwelcome whether intentional or unknowing;
(3) includes but is not limited to misuse of positions of authority, subordinate/power relationships;
(4) might, on reasonable grounds, be perceived, explicitly or implicitly, as placing a term or condition on employment, training or promotional opportunities;
(5) interferes with an individual's job performance;
(6) has the effect of creating a poisoned or hostile working environment. This list is not exhaustive.
(d) Discrimination/harassment by an employee is a serious offence, and is subject to disciplinary action which may lead to discipline up to and including dismissal.
Definitions of Discrimination/Harassment. Bullying
(a) Grounds for discrimination include race, colour, ancestry, place of origin, political belief, religion, marital status, family status, physical or mental disability, sex, sexual orientation, age, gender identity or expression or because a person has been convicted of a criminal or summary conviction offense that is unrelated to employment.
(b) Harassment is any conduct - verbal, physical or by innuendo - that is likely to cause offense or humiliation to any person within the context of (a) above.
(c) Sexual harassment is harassment of a sexual nature.
(d) Bullying (also known as personal harassment) is objectionable, unwelcome conduct or comments that create an intimidating, disrespectful, or humiliating work environment and that is not based on the prohibited grounds of discrimination.
(e) Inappropriate behaviour, generally, may be one incident or a series of incidents, of any direct or indirect conduct, comment, suggestion, gesture or communication, which an individual would reasonably conclude:
(1) is likely to cause offense, humiliation or intimidation to any employees;
(2) is unwanted or unwelcome, whether intentional or unknowing;
(3) includes but is not limited to subordinate/power relationships;
(4) might, on reasonable grounds, be perceived, explicitly or implicitly, as placing a term or condition on employment, training or promotional opportunities;
(5) interferes with an individual's job performance;
(6) has the effect of creating a poisoned or hostile working environment. This list is not exhaustive.
(f) Discrimination/harassment by an employee is a serious offense, and is subject to disciplinary action, which may lead to termination of employment.
(g) Good faith actions of a manager or supervisor relating to the management and direction of employees, such as: assigning work, providing feedback to employees on work performance, taking reasonable disciplinary action, attendance management, or a difference of opinion do not constitute harassment.
