Discrimination and Harassment Clause Samples
The Discrimination and Harassment clause prohibits any form of unfair treatment or unwelcome conduct based on protected characteristics such as race, gender, religion, or disability within the context of the agreement. It typically outlines expectations for behavior, establishes reporting procedures for complaints, and may require parties to comply with applicable anti-discrimination laws. This clause serves to foster a safe and respectful environment, ensuring that all parties are protected from discriminatory or harassing actions and providing a clear process for addressing such issues if they arise.
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Discrimination and Harassment. All employees have the right to work in an environment free from all forms of harassment, including sexual harassment. DEFINITION Discrimination is perceived or actual behaviour and includes sexual harassment as a type of discrimination which, generally, is:
a) Discriminatory in nature based on race, colour, age, ancestry, place of origin, political belief, religion, marital status, family status, physical or mental disability, gender, sexual orientation, Union or association membership, or because that person has been charged or convicted of a criminal offence that is unrelated to the position; and/or,
b) Objectionable because the person committing such behaviour knows or ought to reasonably know that the behaviour creates an environment which is not conducive to work. For the purposes of paragraph 2.09 (b), objectionable behaviour includes, but is not limited to:
i) Verbal abuse or threats;
ii) Offensive remarks, jokes, innuendoes, or taunting;
iii) Display of pornographic, racist, or other offensive or derogatory material;
iv) Persistent unwelcome invitations or requests whether direct or indirect;
v) Unwelcome physical contact such as touching, patting, pinching or punching; and,
vi) Leering, badgering, or intimidating actions. Sexual Harassment is defined as unwelcome sexual advances, request for sexual favours, and other verbal, written, or physical conduct of a sexual nature when:
vii) Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment;
viii) Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual;
ix) Such conduct interferes with an individual’s work performance or creates an intimidating, hostile or offensive work environment.
Discrimination and Harassment. All members of the Appointments Committee shall be given access to information about the content and application of relevant federal and provincial legislation, ad about University policies, relating to employment equity and federal immigration requirements. In accord with the provisions of the Article Employment Equity, Members shall familiarize themselves with such information as a condition of serving on the Appointments Committee. Furthermore, the Employer shall ensure that the Committee is aware of the relevant legislation and University policies, and the Chief Librarian or ▇▇▇▇ and the Members participating in the work of the Committee shall share responsibility for ensuring that the relevant legislation and University policies are followed throughout the deliberations of the Committee. The Committee may call upon the Human Rights Office for assistance.
Discrimination and Harassment. Each Party agrees it shall not unlawfully discriminate, harass, or allow harassment against any employee or other person because of gender, sexual orientation, race, color, ancestry, religious creed, national origin, mental or physical disability (including HIV and AIDS), marital status, or age, and shall comply with all applicable laws pertaining to employment. The Parties agree that all students participating in the Courses shall be selected without discrimination on account of race, color, religion, national origin, ancestry, disability, marital status, gender, sexual orientation, age, veteran status, military status, gender identity, medical condition (cancer related or genetic characteristic) as defined in Section 12926 of the California Government Code, citizenship, or any other protected status, within the limits imposed by law or PCCD’s applicable board policies.
Discrimination and Harassment. (i) While recognizing the importance of free inquiry and open discussion of all issues, the University’s commitment to developing, maintaining and safeguarding a residence atmosphere free from discriminatory harassment means that words, symbols and/or actions, which make the educational and social environment at the University hostile, insulting, threatening or unwelcoming for a person because of their citizenship, race, place of origin, ethnic origin, colour, ancestry, disability, age, creed (religion), sex, pregnancy, gender identity, gender expression, family status, marital status, sexual orientation, or receipt of public assistance, will not be tolerated.
Discrimination and Harassment. Each party agrees it will not unlawfully discriminate, harass, or allow harassment against any employee or other person because of sex, race, color, ancestry, religious creed, national origin, mental or physical disability (including HIV and AIDS), marital status, or age, and shall comply with all applicable laws pertaining to employment.
Discrimination and Harassment. Other Members who participate in the work of the Appointments Committee, either as members of a sub-committee or sub-group or as individuals, are bound by the provisions of Clauses 5.9, 5.9.1 and 5.10 of this Article. While these other Members may participate in the work of the Appointments Committee, their role is advisory and the Appointments Committee is ultimately responsible for its work.
Discrimination and Harassment. For the purposes of determining what limitations may reasonably be imposed in good faith to meet the objective requirements of employment, every employee is entitled to individual consideration.
Discrimination and Harassment. I.2.4.1 The parties agree that there shall be no discrimination, interference, restriction or coercion exercised or practised by either of them with respect to any member in regard to any matter including salaries, rank, appointment, promotion, tenure, permanency, re-appointment, dismissal, sabbatical leave, fringe benefits, or any other terms and conditions of employment by reason of age (except as required by statute or the retirement provisions of the Trent University Pension Plan), race, language (except where the lack of language competence would clearly prevent the carrying out of the required duties), creed, colour, ancestry, ethnic origin, place of origin (birth place), citizenship, political or religious affiliation or belief, sex, pregnancy, sexual orientation, marital status, family status, number of dependents, clerical or lay status, disability (except where the disability would clearly prevent the carrying out of the required duties), place of residence (except where place of residence at such distance from the University significantly restricts members from carrying out their duties and responsibilities), or membership or activity in the Association or other legal associations. The parties are committed to providing equal treatment with respect to employment without discrimination as required by the Ontario Human Rights Code. The University is committed to meeting the requirements of the Ontarians with Disabilities Act to address a workplace free of barriers.
I.2.4.2 Measures implemented by the parties under the Collective Agreement, in relation to the University's Employment Equity program, are not intended by the parties to be discriminatory within the meaning of I.2.4 or under the relevant provisions of the Ontario Human Rights Code. Where necessary and as appropriate, in relation to such measures, the parties will work together to achieve "Special Program" status under the Ontario Human Rights Code.
I.2.4.3 The parties agree that harassment, and discrimination falling under the jurisdiction of the "Discrimination and Harassment Policy", shall be subject to the provisions of Appendix D. Nothing in this Article or in Appendix D is intended to inhibit consensual social relationships, freedom of expression or academic freedom of any member. Nothing in this Article or in Appendix D is intended to limit the authority of those individuals charged with supervising others, counselling others, informally resolving complaints or conducting job perf...
Discrimination and Harassment. No employee shall be subjected to discrimination and harassment. Executive Order (EO) No. 31 is the UW policy that applies to discrimination and harassment. EO 31 currently defines discrimination as conduct that treats a person less favorably because of the person’s race, color, creed, religion, national origin, citizenship, sex, pregnancy, age, marital status, sexual orientation, gender identity or expression, genetic information, disability or veteran status. In addition, no employee shall be subjected to discrimination or harassment based on ethnic origin, political affiliation, medical condition or membership or non-membership in a union.
Discrimination and Harassment. (a) The parties subscribe to the Principals of the Human Rights Code (British Columbia). Neither the Employer, the Union nor any employee, in carrying out their obligations under this agreement shall discriminate against a person based on any of the grounds enumerated in the Code.
(b) The parties recognize the benefit to be derived from a work environment free from harassment where the conduct and/or language of all employees meets an acceptable standard for the workplace. The parties agree to maintain such an environment.
(c) The Employer agrees to develop a policy on Harassment in the workplace and shall consult with the Labour Management Committee about its content.
(d) The parties recognize that allegations of Harassment may involve sensitive disclosures. Confidentiality is required so as to ensure that those who may have been harassed feel free to come forward, and also to ensure that the reputations of the complainant and the respondent may be protected.
(e) A formal written complaint alleging Harassment should be filed as soon as possible and in any event must be filed within six (6) months of the alleged occurrence to the first level of management not involved in the occurrence. Where the complainant or the respondent is an employee, the Employer will notify the appropriate union representative within five (5) days of receiving the complaint that the complaint has been received and of the name of the complainant and the respondent, unless the complainant asked that the Union not be notified.
(f) Pending the determination of the complaint, the Employer may take interim measures to separate the persons concerned, if deemed necessary. Any such action will not be deemed disciplinary in nature, or seen as a presumption of guilt or innocence. The respondent shall have the right to receive a copy of the allegations and to be given an opportunity to respond to them.
(g) The Employer shall conclude its investigation within twenty (20) working days of receiving a complaint. The Employer may bring in an external person to conduct the investigation.
(h) Both the complainant and the respondent, where either is a member of the bargaining unit, shall have been advised that either have the right to have a ▇▇▇▇▇▇▇ present during all meetings held during the course of the investigation. Where both persons are members of the bargaining unit, they shall each have the right to a separate ▇▇▇▇▇▇▇.
(i) The Employer shall complete a written report within five (5) working ...