DISCRIMINATION AND HARRASSMENT. 8.01 The parties agree that there shall be no discrimination or harassment against any employee by reason of, union membership or non- membership, nor for any other reason which is prohibited by the Human Rights Code (New Brunswick). The company and the Union further agree that bullying shall be dealt with in a serious manner and treated with the same severity and level of concern as discrimination and harassment
8.02 Once during the duration of this collective agreement, the Company agrees to set up a mandatory anti-harassment/respectful workplace training course for all fulltime and part-time bargaining unit members and management and it will also be offered to all casual bargaining unit members. The training course will be jointly facilitated by the Union and Company. Time off for those attending the training, training facilities, and accommodation for the Union trainer will be paid for by the Company, this will include any casual bargaining unit members who attend the training session
8.03 The Employer and the Union will not condone harassment in the workplace and will cooperate to maintain a harassment free workplace. Complaint Resolution – Discrimination or Harassment: If an employee believes that he/she has been harassed and/or discriminated against on the basis of a prohibited ground of the discrimination, the employee may:
a) Tell the person involved as soon as possible how he/she feels and request that they stop the conduct found offensive.
b) If the employee feels uncomfortable approaching the person, or if the harassment continues, they may bring the incident forming the basis of the complaint to the attention of the Employer and the Unifor Human Rights Coordinator.
c) The parties will review the complaint and where warranted, a joint investigation will be conducted.
d) It is the intention of the Union and the Employer that, where practical, a joint investigation will begin within five (5) calendar days of the lodging of the written complaint and shall be completed within fifteen (15) calendar days after the lodging of the complaint.
e) All matters will be dealt with the utmost confidentiality.
f) Any complaint not resolved through this process may be addressed by the Union or the complainant directly to the Employer, pursuant to the grievance procedure.
g) Should the claim involve a non-bargaining unit employee, discipline, if any, shall not be subject to the grievance and arbitration procedure.
h) Nothing herein shall prevent an employee from...
DISCRIMINATION AND HARRASSMENT. 22.01.01 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 and harassment will not be tolerated.
DISCRIMINATION AND HARRASSMENT. 17.1 It shall continue to be the policy of the Company and of the union not to discriminate against any employee because of race, colour, creed, nationality, sex, religious beliefs or Union activity. The Company will not tolerate harassing conduct that creates an intimidating, hostile or offensive work environment. Harassment consists of unwelcome conduct, whether verbal or physical.
DISCRIMINATION AND HARRASSMENT. The Employer and employees shall abide by the discrimination and harassment policies set forth in the Associate Handbook, and is recited below: “PODS recognizes the dignity and worth of every associate, and to that end believes in providing and maintaining a work environment in which all associates are free from workplace violence, bullying, harassment, and discrimination. This policy applies to all associates and covers all forms of violence, bullying, and harassment and all forms of discrimination prohibited under human rights legislation.
DISCRIMINATION AND HARRASSMENT
