DISCRIMINATION AND SEXUAL HARASSMENT. USC and Cruise Line have a zero-tolerance policy regarding discrimination and sexual harassment. Unlawful discrimination occurs when an individual’s protected characteristic is used as a basis for adverse decisions affecting that individual. Prohibited discrimination includes, but is not limited to, sexual harassment and sexual violence. Discrimination encompasses a wide range of conduct including all forms of unwelcome verbal, physical and visual conduct and displays that are based on any of the above- mentioned protected characteristics and which interfere with performance and/or create an offensive or hostile environment. Following are some examples that may constitute harassment:
(a) Verbal harassment such as jokes, epithets, slurs and unwelcome remarks about an individual’s body, dress, clothing, race, orientation, physical appearance or abilities, derogatory comments, discussions of a sexual nature and/or harassing remarks.
(b) Physical harassment such as physical interference with normal activity, impeding or blocking movement, assault, unwelcome physical contact or touching, staring at a person’s body, and threatening, intimidating or hostile acts that relate to a protected characteristic.
(c) Visual harassment such as offensive or obscene e-mails, instant messaging, web blogs, photographs, calendars, posters, cards, cartoons, drawings and gestures, displays with sexually suggestive or lewd objects, unwelcome letters or notes or any other graphic material that denigrates or shows hostility or aversion toward an individual because of the individual’s protected characteristics.
(d) Discrimination, sexual harassment or violence against Passengers including Ship and Cruise staff will not be tolerated. Violations of this policy will lead to cancellation of your reservation, immediate disembarkation, arrest and/or criminal prosecution as appropriate. In such cases, USC and Cruise Line shall not be liable for any refund or other compensation or damages.
DISCRIMINATION AND SEXUAL HARASSMENT. 4.01 The parties agree that the rights and obligations stipulated in the Quebec Charter of Human Rights and Freedoms are an integral part of this collective agreement.
DISCRIMINATION AND SEXUAL HARASSMENT. 19:01 The company agrees that it shall be bound by the Ontario Human Rights Code and that there shall be no discrimination, interference, restriction, harassment, coercion or reprisal exercised or practised with respect to any employee, by reason of age; race, creed, colour, national origin, political or religious affiliation or beliefs, political, gender, sexual orientation, marital status, family status, or disability where the disability does not prevent the usual performance of the required duties of the position; or educational background. Neither shall there be discrimination by reason of the exercise of any of the rights contained in this Collective Agreement. This shall apply in the matter of wage rates, training, upgrading, promotion, transfer, layoff, recall, discipline, discharge or otherwise. Every employee is protected from, and shall not engage in sexual harassment, personal harassment, psychological harassment, workplace bullying or violence in the workplace.
19:02 If any form of harassment occurs, the Employee shall promptly report the details to the Co-op, in writing and action shall be taken.
DISCRIMINATION AND SEXUAL HARASSMENT.
5:01 The Care Home and the Union jointly affirm that every employee is entitled to a respectful workplace which is free from discrimination and harassment.
5:02 It is agreed that there shall be no discrimination, interference, restriction, harassment, or coercion knowingly exercised or practiced by the Care Home or any employee by reason of age, religion, race, colour, national origin, political or religious affiliation, sex, sexual orientation, marital status, place of residence, family status, mental/physical disability, gender identity, source of income, social disadvantage nor by reason of her/his membership or non- membership or activity in the Union.
5:03 It is recognized that the Care Home can apply hiring preferences in favour of Opaskwayak Cree Nation (“OCN”) members and/or other Indigenous people.
5:04 The Care Home and the Union agree that no form of workplace harassment shall be condoned in the workplace and it is further agreed that both parties
5:05 The definition of harassment shall consist of the definition contained in the Human Rights Code, The Workplace Safety and Health Act and it’s regulations, and shall further include the definition of harassment set out in the Care Home’s Harassment Policy. Reasonable conduct of an employer or supervisor in respect of the management and direction of workers of the workplace is not harassment.
5:06 The parties recognize that the problem of harassment may exist. However, the parties agree that harassment will not be tolerated in the workplace or in connection with the workplace.
5:07 Where an employee is of the opinion that the employee has been or is being harassed by another employee, the employee may forward a written complaint directly to the Home Care Manager. The complaint shall be marked “Personal and Confidential” and provide as much detail as is practical, e.g. date, time, place, name of alleged harasser, description of the alleged harassment and any witnesses.
(a) Necessary to investigate the complaint or take corrective action with respect to the complaint, or
(b) Required by law.
5:08 The Care Home Manager will endeavour to resolve the matter in an expeditious and confidential manner.
5:09 The alleged offender shall be entitled to notice of the complaint and shall be given the opportunity to respond to the complaint. The Employer shall notify
5:10 The Care Home Manager, after investigating the complaint, shall have the authority to:
(a) Dismiss the complaint; or
(b) Determine the appropr...
DISCRIMINATION AND SEXUAL HARASSMENT. (a) No discrimination shall be shown an employee active in the affairs of the Union. Should an occasion arise as to doubt the reasons for discharge the Union shall be permitted to investigate.
(b) The Employer, the Union and all employees have an obligation to make every reasonable effort to eliminate harassment in the work place.
(c) Complaints of harassment will be thoroughly investigated. Alleged failure by any party to deal with a harassment complaint may be the subject of a grievance pursuant to this Agreement.
DISCRIMINATION AND SEXUAL HARASSMENT.
5:01 The Employer and the Union jointly affirm that every employee is entitled to a respectful workplace which is free from discrimination and harassment.
5:02 The Parties agree that there shall be no discrimination based on:
5:03 The Employer and the Union agree that no form of harassment shall be condoned in the workplace and it is further agreed that both parties will work together in recognizing and dealing with such problems, should they arise.
5:04 The definition of harassment shall consist of the definition contained in the Human Rights code and shall further include the definition of harassment set out in the Centre’s Harassment Policy.
DISCRIMINATION AND SEXUAL HARASSMENT.
5:01 The Employer and the Union jointly affirm that every employee is entitled to a respectful workplace which is free from discrimination and harassment.
5:02 The Parties agree that there shall be no discrimination based on: • Ancestry, including colour and perceived race • Ethnic background or origin • Age • Nationality or national origin • Political belief, association or activity • Religion or creed • Sex, including pregnancy • Marital status or family status • Sexual orientation • Physical or mental disability • Place of residence • Membership or non-membership or activity in the Union
5:03 The Employer and the Union agree that no form of harassment shall be condoned in the workplace and it is further agreed that both parties will work together in recognizing and dealing with such problems, should they arise. Situations involving harassment shall be treated in a confidential manner by the Employer, the Union and the employees involved.
5:04 The definition of harassment shall consist of the definition contained in the Human Rights code and shall further include the definition of harassment set out in the Centre’s Harassment Policy.
DISCRIMINATION AND SEXUAL HARASSMENT.
5:01 The Care Home and the Union jointly affirm that every employee is entitled to a respectful workplace which is free from discrimination and harassment.
5:02 It is agreed subject to 5:03 below that there shall be no discrimination, interference, restriction, harassment, or coercion knowingly exercised or practiced by the Care Home or any employee by reason of age, religion, race, colour, national origin, political or religious affiliation, sex, sexual orientation, marital status, place of residence, family relationship, mental/physical handicap, nor by reason of her/his membership or non-membership or activity in the Union.
5:03 It is recognized that the Care Home can apply hiring preferences in favour of Norway House Cree Nation members and/or members of other First Nations.
5:04 The Care Home and the Union agree that no form of workplace harassment shall be condoned in the workplace and it is further agreed that both parties will work together in recognizing and resolving such problems should they arise. Situations involving harassment shall be treated in strict confidence by both the Care Home and the Union.
5:05 The definition of harassment shall consist of the definition contained in the Human Rights code and shall further include the definition of harassment set out in the Centre’s Harassment Policy.
DISCRIMINATION AND SEXUAL HARASSMENT. Complaint Procedures
(a) All persons involved in the handling of a discrimination or sexual harassment complaint under Article 1.5 or 1.6 shall hold in the strictest confidence all information of which they become aware; however, it is recognized that various officials of the constituent group(s) and the Employer will be made aware of all or part of the proceedings on a "need to know" basis.
(b) Before proceeding to the formal complaint mechanism an employee who believes he or she has a complaint of harassment or discrimination may approach their supervisory personnel, union xxxxxxx, or other contact person to discuss potential means of resolving a complaint and to request assistance in resolving the matter. If the matter is resolved to the complainant's satisfaction the matter is deemed to be resolved.
(c) If the matter is not resolved to the employee's satisfaction, then the employee will approach the first excluded level of management not involved in the matter, for assistance in resolving the issue within six months of the alleged occurrence. The manager will investigate the allegation and take steps to resolve the concern as appropriate within 30 days of the issue being raised by the employee. The manager will discuss the proposed resolution with the employee. The employee may have a union representative present during these discussions. Where the first excluded level of management is the respondent, the employee shall approach the respondent's supervisor.
(d) If the proposed resolution is not acceptable, the employee may refer the matter through the Union in writing to the Executive Officer or their designate within 30 days of receiving the manager's response or when the response was due. A written complaint shall specify the details of the allegation(s) including: • name and job title of the respondent; • a description of the action(s), conduct, events or circumstances involved in the complaint; • the specific remedy sought to satisfy the complaint; • date(s) of incidents; • name(s) of witnesses (if any); • prior attempts to resolve (if any).
(e) The Executive Officer or their designate will acknowledge, in writing, receipt of the Union's notice and will have the matter investigated and will take such steps as may be required to resolve the matter. The Union and the employees involved shall be advised in writing of the proposed resolution within 30 days of providing notice to the Executive Officer or designate or such later date as may be mutually a...
DISCRIMINATION AND SEXUAL HARASSMENT. Collaborator agrees to abide with WSU policies pertaining to discrimination and sexual harassment as published on the WSU web site at:
