DISCRIMINATION FREE WORKPLACE Sample Clauses

DISCRIMINATION FREE WORKPLACE. 28.1 Clariant prides itself upon respecting and valuing the diversity of its workforce. Accordingly, Clariant has comprehensive policies and procedures which are designed to prevent and eliminate discrimination in the workplace. 28.2 Should any employee have any concerns relating to discrimination in the workplace, then these concerns should initially be progressed under the dispute resolution procedure set out in Clause 27. 28.3 Nothing in this clause is taken to affect: 28.3.1 any conduct or act which is specifically exempted from anti- discrimination legislation or which is based on the inherent requirements of a particular position; 28.3.2 a party to this Agreement pursuing matters of unlawful discrimination under any applicable legislation.

DISCRIMINATION FREE WORKPLACE. The parties agree to actively promote a discrimination free workplace, with a commitment to equal opportunity, valuing diversity and eliminating all forms of harassment at the workplace.

DISCRIMINATION FREE WORKPLACE. 28.1 Clariant prides itself upon respecting and valuing the diversity of its workforce. Accordingly, Clariant has comprehensive policies and procedures which are designed to prevent and eliminate discrimination in the workplace. 28.2 Should any employee have any concerns relating to discrimination in the workplace, then these concerns should initially be progressed under the dispute resolution procedure set out in Clause 28. 28.3 Nothing in this clause is taken to affect:

DISCRIMINATION FREE WORKPLACE. ‌ The Tribunal and its employees commit to respecting and valuing the diversity of the Tribunal’s workforce by helping to prevent and eliminate discrimination and harassment on the basis of race, colour, sex, sexual preference, age, physical or mental disability, marital status, family responsibilities, pregnancy, religion, political opinion, national extraction or social origin. Every endeavour will be made to ensure that neither the Agreement nor its operations are directly or indirectly unlawfully discriminatory in effect. Learning and development‌

DISCRIMINATION FREE WORKPLACE. The Company and the Union agree that there will be no discrimination, interference, restraint, harassment or coercion exercised or practiced by either of them, or by any of their representatives, with respect to any employee because of his/her race, ancestry, place of origin, colour, ethnic origin, sexual orientation, age, marital status, family status, disability, creed, nationality, sex, or because of his/her membership or activities or lack of membership or activities, in the Union. The Company and the C.A.W. are committed to providing a harassment free workplace. The Company and the Union agree that there will be no discrimination interference, restraint, harassment, or coercion exercised or practiced by either of them, or by any of their representatives with respect to an employee. Harassment is defined as a “course of vexatious comment or conduct that is known or aught reasonably be known to be unwelcome”. All employees are expected to treat others with courtesy and consideration and to discourage harassment. The workplace is defined as any Company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms, and parking lots. Harassment may take many forms: verbal, physical and visual. Harassment is not: Harassment is in no way to be construed as properly discharged supervisory responsibilities including the delegation of work assignments, the assessment of discipline or any conduct that does not undermine the dignity of the individual. Neither is this policy meant to inhibit free speech or interfere with normal social relations. Filing a complaint: If an employee believes that they have been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be taken to put a stop to it. • Request a stop of the unwanted behavior; • Inform the individual that is doing the harassing or the discriminating against you that the behavior is unwanted and unwelcome; • It is advisable to document the events, complete with times, dates, location, witnesses and details; • Report the incident to Supervisor/Committee person. However, it is also understood that some victims of discrimination or harassment are reluctant to confront their harasser or they may fear reprisals from the harasser, lack of support from their work group or disbelief by their supervisor or others. In this event, the victim may seek assistance by reporting the incident directly to a...