DISCRIMINATION / HARASSMENT. 33.01 The parties agree that there should be no discrimination or harassment in the workplace contrary to law (including particularly on the basis of race, national or ethnic origin, colour, religion, age, sex (including pregnancy, the possibility of pregnancy or circumstances related to pregnancy), gender determined characteristics, marital status, family status, sexual orientation, political belief, physical or mental disability, or conviction for an offence for which a pardon has been granted) and that they and all employees shall cooperate in efforts to ensure that in fact there is no such inappropriate behaviour. In that regard, the parties state as follows:
(a) any employee who believes that s/he has been harassed or discriminated against is encouraged to report such misconduct to the Employer and the Union; and
(b) such reports shall be dealt with in confidence and as expeditiously as possible, respecting the dignity of the complainant and the right of the alleged harasser to due process.
DISCRIMINATION / HARASSMENT. 22.01 The parties agree to comply with their obligations under the Ontario Human Rights Code.
DISCRIMINATION / HARASSMENT. The Corporation and the Union agree that there shall be no discrimination or harassment exercised or practiced by either of them or by any of their representatives, with respect to any employee by reason of race, national or ethnic origin, colour, religion, age, sex (including pregnancy or child- birth), sexual orientation, marital status, family status, disability and conviction for which a pardon has been granted. The Corporation and the Union also agree to respect the employee’s legitimate participation in the Union’s lawful activities.
DISCRIMINATION / HARASSMENT. Section 1 The Federation shall not discriminate against an employee on the basis of prohibited grounds as set out in the BC Human Rights Code.
Section 2 Discrimination shall include violation of the principle of equal pay for work of equal value.
Section 3 The Federation recognizes the right of employees to work in an environment free from personal harassment. Harassment includes the exercise of power or authority in a manner which serves no legitimate work purpose and which a person ought reasonably to know is inappropriate.
Section 4 Personal harassment is defined by the parties as behaviour which denies an individual her or his dignity or respect by creating an intimidating, humiliating, hostile or offensive work environment, and which may also constitute discrimination on the basis of any of the grounds prohibited under the BC Human Rights Act.
Section 5 The Federation recognizes common-law and same-sex family relationships, and agrees to provide all rights and benefits available under this Agreement to employees in common-law and same-sex relationships in the same manner as provided to employees in heterosexual legal marriages.
Section 6 No person shall be subject to reprisal, threat of reprisal or discipline as a result of filing a complaint of harassment or sexual harassment.
a) The procedure for resolving complaints of harassment or sexual harassment shall be as follows:
b) Any complaint of harassment or sexual harassment shall be dealt with expeditiously and in strict confidence.
c) The complainant and/or alleged offender, if a member of the Union, shall be accompanied by a representative of the Union or colleague at all meetings in this procedure.
d) The complainant may choose to speak to or correspond directly with the alleged harasser in an attempt to resolve the matter.
e) In the first instance attempts may be made to resolve the matter informally.
f) If the matter is not resolved through informal means, the complainant may refer the matter to the BC FED and the Chair of the USW who will ensure that the complaint is investigated.
g) Investigation dates shall be set with the first available investigator from the mutually agreed list within ten (10) working days of the receipt of the complaint.
h) Upon receipt of the complaint, they shall notify the alleged harasser in writing of the complaint and provide notice of investigation.
i) The investigation shall be conducted by a person who shall have training and/or experience in investigating compla...
DISCRIMINATION / HARASSMENT. The Employer and the Union agree that no employee will be subject to discrimination or harassment because of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, record of offenses, marital status, family status or handicap contrary to the provisions of the Ontario Human Rights Code, nor will any employee be discriminated against for Union activity or lack of Union activity.
DISCRIMINATION / HARASSMENT. 2.01 The parties agree to comply with their obligations under the Ontario Human Rights Code. The parties further recognize that, under s.48(12)(j) of the Labour Relations Act, an arbitrator has the power to interpret and apply the Human Rights Code.
2.02 The Board agrees that there shall be no discrimination, interference or coercion exercised or practiced with respect to any employee by reason of his/her membership or activity in the Association.
DISCRIMINATION / HARASSMENT. 22.01 The parties agree to comply with their obligations under the Ontario Human Rights Code. Accordingly, the parties agree that there shall be no discrimination against members because of race, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, record of offences, marital status, same sex partnership status, family status or disability as defined and provided in the Code. The parties further agree that there shall be no discrimination against members because of participation or non-participation in lawful union activities.
22.02 The Board and the Union recognize the right of all Bargaining Unit members to work in a harassment free environment.
DISCRIMINATION / HARASSMENT. 15.01 The Employer and the Union agree that discrimination and/or harassment should not occur in the workplace or in connection with the workplace.
15.02 Both parties agree that “discrimination” is defined as:
(a) differential treatment of an individual on the basis of the individual’s actual or presumed membership in or association with some class or group of persons, rather than on the basis of personal merit; or
(b) differential treatment of an individual or group on the basis of any characteristic referred to in subsection .03; or
(c) differential treatment of an individual or group on the basis of the individual’s or group’s actual or presumed association with another individual or group whose identity or membership is determined by any characteristic referred to in subsection .03; or
(d) failure to make reasonable accommodations for the special needs of any individual or group, if those special needs are based upon any characteristic referred to in subsection .03.
15.03 Applicable characteristics for the purposes of section 15.02 (b) to (d):
(a) ancestry, including colour and perceived race;
(b) nationality or national origin;
(c) ethnic background or origin;
(d) religion or creed, or religious belief, religious association, or religious activity;
(e) age;
(f) sex, including sex-determined characteristics, such as pregnancy, the possibility of pregnancy, or circumstances related to pregnancy;
(g) gender identity;
(h) sexual orientation;
(i) marital or family status;
(j) source of income;
(k) political belief, political association, or political activity;
(l) physical or mental disability or related characteristics or circumstances, including reliance on service animals, a wheelchair, or any remedial appliance or device;
(m) social disadvantage;
(n) any other group stereotype.
15.04 Both parties agree that “harassment” is defined as:
(a) a course of abusive and unwelcome conduct or comment undertaken or made on the basis of any characteristic referred to in 15.03; or
(b) a series of objectionable and unwelcome sexual solicitations or advances; or
(c) a sexual solicitation or advance made by a person who is in a position to confer any benefit on, or deny any benefit to, the recipient of the solicitation or advance, if the person making the solicitation or advance knows or ought to reasonably to know that is unwelcome; or
(d) threat or threat of reprisal for rejecting a sexual solicitation or advance; or
(e) personal harassment, as defined by Workplace ...
DISCRIMINATION / HARASSMENT. 3.1 All of the terms and conditions of this Agreement will apply equally to all Employees. The Employer shall not discriminate against Employees contrary to the Human Rights Code or due to Union membership or lawful participation in Union activities.
DISCRIMINATION / HARASSMENT. 6.1. The City and the Association agree that the workplace shall remain free from all forms of discrimination and harassment and that there shall be no interference, restrictions, coercion exercised or practised with respect to any member in the matter of hiring, wage rates, training, upgrading, promotion, transfer, layoff, recall, discipline, discharge or otherwise by reason of a member’s gender, physical disability, mental disability, age, race, religious beliefs, colour, ancestry, place of origin, marital status, source of income, family status, sexual orientation, political affiliation, or by reason of his membership or activity in the Association.
