Discrimination or Harassment Complaints Sample Clauses

Discrimination or Harassment Complaints. ‌ A staff member shall normally seek confidential consultation or make an informal complaint of personal harassment or discrimination to the University’s Equity and Human Rights Office (“the Office”) under the University Discrimination and Harassment Policy. The informal resolution of the grievance procedure set out under Article 9.01 or any other procedure acceptable to all concerned may be used instead. Participation in such procedures will be without prejudice to all parties and will not prejudice the rights of employees to invoke the formal grievance procedure under Article 9. The matter may not be grieved once a formal complaint has been filed under the Policy, nor may the matter be formally referred to the Office under the Policy once a grievance is filed under Article 9. For greater clarity, the parties agree to the following guidelines in the event of a harassment complaint affecting any staff member in the PEA bargaining unit:
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Discrimination or Harassment Complaints. 37.01 The parties recognize the importance of creating and maintaining a work environment free of discrimination and harassment. There will be no discrimination, harassment, restriction or coercion practiced by either party in respect of any employee.
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Discrimination or Harassment Complaints. A. Members of the Association are covered by the provisions of the Xxxxxxx Discrimination and Harassment Policy set forth in the Xxxxxxx Employee Manual (GEM) (Chapter 2 dated June 1, 2011)
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Discrimination or Harassment Complaints. A. Members of the bargaining unit are covered by the provisions of the Xxxxxxx Discrimination and Harassment Policy set forth in the Xxxxxxx Employee Manual (GEM) (Chapter 2 dated February 16, 2017) or subsequent revisions agreed upon by the Association through the GEM bargaining change and approval process.
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Discrimination or Harassment Complaints. A. Members of the Association are covered by the provisions of the Gresham Discrimination and Harassment Policy set forth in the Gresham Employee Manual (GEM) (Chapter 2 dated June 1, 2011)
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Related to Discrimination or Harassment Complaints

  • Discrimination and Harassment 7.13 All members of the Appointments Committee shall be given access to information about the content and application of relevant federal and provincial legislation, ad about University policies, relating to employment equity and federal immigration requirements. In accord with the provisions of the Article Employment Equity, Members shall familiarize themselves with such information as a condition of serving on the Appointments Committee. Furthermore, the Employer shall ensure that the Committee is aware of the relevant legislation and University policies, and the Chief Librarian or Xxxx and the Members participating in the work of the Committee shall share responsibility for ensuring that the relevant legislation and University policies are followed throughout the deliberations of the Committee. The Committee may call upon the Human Rights Office for assistance.

  • NO DISCRIMINATION/HARASSMENT 6.01 The Company and the Union agree that there shall be no discrimination, interference, restriction or coercion exercised or practised with respect to any employee by reason of age, marital status, sex, race, creed, colour, national origin, political or religious affiliation, handicap, sexual orientation nor by reason of Union membership or position in the Union. Prohibited grounds shall be interpreted in accordance with and subject to the provisions of the Human Rights Code.

  • Harassment The Employer and the Union recognize the right of employees to work in an environment free from harassment, including sexual harassment, as defined by the Employer’s harassment policy.

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