Common use of DISCRIMINATION AND HARRASSMENT Clause in Contracts

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 seeking redress under the Human Rights Code (New Brunswick) with respect to complaints of discrimination or harassment. 8.04 Bullying and harassment are often described as a course of comment or conduct that is known, or ought reasonably to be known, to be unwelcome. The unwelcome conduct causes an intimidating, threatening, or hostile work environment such that the victim’s work performance is impaired, their relationships are negatively affected and their dignity is denied. Properly discharged management responsibilities such as the assignment of work tasks, attendance management, employee coaching and progressive discipline are not considered bullying.

DISCRIMINATION AND HARRASSMENT. 8.01 The parties agree that there shall be no discrimination or harassment against any employee by reason ofof race, national or ethnic origin, colour, religion, age, sex, sexual orientation, marital status, family status, ancestry, disability, union membership or non- non-membership, nor for any other reason which is prohibited by the Canadian Human Rights Code (New Brunswick)Act. 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 seeking redress under the Canadian Human Rights Code (New Brunswick) Act with respect to complaints of discrimination or harassment. 8.04 Bullying and harassment are often described as a course of comment or conduct that is known, or ought reasonably to be known, to be unwelcome. The unwelcome conduct causes an intimidating, threatening, or hostile work environment such that the victim’s work performance is impaired, their relationships are negatively affected and their dignity is denied. Properly discharged management responsibilities such as the assignment of work tasks, attendance management, employee coaching and progressive discipline are not considered bullying.

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 they have 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 they feel 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 seeking redress under the Human Rights Code (New Brunswick) with respect to complaints of discrimination or harassment. 8.04 Bullying and harassment are often described as a course of comment or conduct that is known, or ought reasonably to be known, to be unwelcome. The unwelcome conduct causes an intimidating, threatening, or hostile work environment such that the victim’s work performance is impaired, their relationships are negatively affected and their dignity is denied. Properly discharged management responsibilities such as the assignment of work tasks, attendance management, employee coaching and progressive discipline are not considered bullying.