DISCRIMINATION AND HARASSMENT COMPLAINTS Clause Samples
The Discrimination and Harassment Complaints clause establishes procedures for reporting, investigating, and resolving complaints related to discrimination or harassment within an organization or under a contract. Typically, it outlines the steps individuals should take to file a complaint, the responsibilities of the employer or contracting party to investigate such complaints, and the protections against retaliation for those who come forward. This clause is essential for ensuring a safe and equitable environment, providing a clear process for addressing grievances, and helping organizations comply with legal and ethical obligations regarding workplace conduct.
DISCRIMINATION AND HARASSMENT COMPLAINTS. 18.01 All members of the University community are responsible for creating and maintaining a respectful, productive work environment that is free of discrimination and harassment. Discrimination or harassment will not be tolerated.
18.02 This Article describes the process for initiating, investigating and resolving discrimination and harassment complaints. It applies to any discrimination or harassment complaint in which the Union or its members are involved as complainant, respondent or witness. This Article does not confer any rights or entitlements upon complainants or respondents who are not covered by this agreement (except as provided under “Appeal of Findings”). Other processes will apply to complainants, respondents or witnesses who are not covered by this Agreement, and may require concurrent processes to address a single complaint. Guiding Principles
18.03 Any allegation of discrimination or harassment is a matter of serious concern. Discrimination and harassment complaints will be addressed and resolved quickly, wherever possible.
18.04 Where appropriate, complainants and respondents are encouraged to resolve their differences themselves or with the help of a third party.
18.05 Steps should be taken to minimize disruption to the workplace resulting from a complaint.
18.06 Disciplinary action will be taken if it is determined that deliberately false allegations of discrimination or harassment have been made. Definitions
DISCRIMINATION AND HARASSMENT COMPLAINTS. (a) Where the alleged harasser is the person who would normally deal with such grievances, the grievance will automatically be sent forward to the next step.
(b) An employee who believes that they have been harassed or discriminated against will first discuss the matter with the Director of Operations to determine if an informal resolution to the situation is possible. If informal resolution is not possible, the employee will formally lodge a complaint in writing to the Director of Operations.
(c) Within ten (10) work days of being presented with a formal complaint, the Director of Operations or President of NASA will begin an investigation into the complaint. If, in the Director of Operation’s or President of NASA’s opinion the situation warrants, they will appoint an independent investigator to conduct the investigation into the complaint. The results of the investigation will be made available to the employee, the Union, and the respondent within thirty (30) work days of the investigation’s commencement.
(d) In this case Step 2 will be held in abeyance until the results are received by all Parties.
(e) No information relating to the grievor’s personal background, life style or mode of dress will be admissible during the grievance or arbitration process regarding discrimination and harassment.
DISCRIMINATION AND HARASSMENT COMPLAINTS. There will be no discrimination, restriction or coercion exercised or by either party in respect of any employee by reason of age, race, colour, creed, national origin, political or religious belief, sex, sexual orientation, marital status, physical disability or in respect of an employee’s or Employer’s exercising any right conferred under this Agreement or any law of Canada or Alberta. Note: The remainder of this Article is to be suspended. The new article (Discrimination and Harassment Complaints) is under development pending tripartite discussions. In the interim, see Appendix Interim Procedure Article Dispute Resolution Process.
DISCRIMINATION AND HARASSMENT COMPLAINTS. Purpose The parties recognize the importance of creating and maintaining a work environment free of discrimination and harassment. There will be no discrimination, harassment, restriction or coercion practiced by either party in respect of any employee.
7.01 The parties recognize the right of every employee to be treated with respect and dignity. In addition, the parties recognize the need to ensure that the following values are supported: ▪ confidentiality, ▪ fair treatment of all parties, ▪ procedural fairness, and ▪ resolution in a timely manner at the lowest possible level.
DISCRIMINATION AND HARASSMENT COMPLAINTS. 32.01 The parties recognize the importance of creating and maintaining a work environment
32.02 The parties recognize the right of every employee to be treated with respect and dignity.
DISCRIMINATION AND HARASSMENT COMPLAINTS. 42.01 The parties recognize the importance of creating and maintaining a work environment free of discrimination and harassment. There will be no discrimination, harassment, restriction or coercion practiced by either party in respect of any employee.
42.02 The parties recognize the right of every employee to be treated with respect and dignity. In addition, the parties recognize the need to ensure that the following values are supported: Definitions
42.03 Discrimination: Discrimination is any act or omission based on race, religious beliefs, colour, gender, physical disability, mental disability, marital status, age, ancestry, place of origin, family status, source of income, sexual orientation or political belief when that act or omission results in loss of or limit on opportunities to work or to fully participate in campus life or which offends the dignity of the person.