Discriminatory Harassment.
(a) The Employer and the Union recognize the right of employees to work in an environment free from harassment. The parties agree to xxxxxx and promote such an environment.
(b) The parties agree that substantiated cases of harassment may be cause for discipline, up to and including dismissal.
(c) Harassment is defined as deliberate actions, that ought reasonably to be known as unwelcome by the recipient and which serve no legitimate work related purpose, toward an individual or individuals by the employees, or the Employer, on any of the prohibited grounds of discrimination under the Human Rights Code of British Columbia including: Indigenous identity, age, race, sex, sexual orientation, ancestry, place of origin, colour, religion, physical or mental disability, marital status, family status, political beliefs, gender identity or expression or conviction of a criminal or summary offence unrelated to employment;
(d) Protection against harassment extends to incidents occurring at or away from the workplace, during or outside working hours, and includes incidents related to client, resident, patient or visitor contact, provided the acts are committed within the course of the employment relationship.
Discriminatory Harassment. 1. Discriminatory harassment includes comments or conduct based on the protected grounds in the Ontario Human Rights Code, which the recipient does not welcome or that offends him or her.
2. Some examples of discriminatory harassment are: • offensive comments, jokes or behaviour that disparage or ridicule a person’s membership in one of the protected grounds, such as race, religion or sexual orientation • imitating a person’s accent, speech or mannerisms • persistent or inappropriate questions about whether a person is pregnant, has children or plans to have children • inappropriate comments or jokes about an individual’s age, sexual orientation, personal appearance or weight (whether they are under or overweight)
Discriminatory Harassment. Oklahoma Baptist University is committed to providing an environment in which all persons are safe from harassment and intimidation based on his/her race, color, gender, national origin, age, or disability. Harassment can include verbal or physical conduct that denigrates or shows hostility or aversion toward an individual because of his/her race, color, gender, national origin, age, or disability, or that of his/her relatives and that: (i) has the purpose or effect of creating an intimidating, hostile, or offensive environment; (ii) has the purpose or effect of unreasonably interfering with an individual's academic or job performance; or (iii) otherwise adversely affects an individual's educational or employment opportunities. Harassing conduct includes, but is not limited to, the following: (a) epithets, slurs, negative stereotyping, or threatening, intimidating, or hostile acts, that relate to race, color, gender, national origin, age, or disability; and (b) written or graphic material that denigrates or shows hostility or aversion toward an individual or group because of race, color, gender, national origin, age, or disability and that is placed on walls, bulletin boards, or elsewhere on campus or circulated on campus.
Discriminatory Harassment. Discriminatory Harassment refers to discrimination covered by the Human Rights Code which covers discrimination based on race, colour, ancestry, place of origin, political belief, religion, marital status, family status, physical or mental disability, sex, sexual orientation or age. Allegations of Discriminatory Harassment from members of UNIFOR Local 2300 can be advanced according to the provisions of their respective Collective Agreements (excerpts attached Appendix 1). Sexual harassment refers to any unwanted and inappropriate sexually oriented practice from one person to another that affects employment. Allegations of Sexual Harassment from members of UNIFOR Local 2300 can be advanced according to the provisions of their Collective Agreement (excerpts attached Appendix 1).
Discriminatory Harassment. Clause 5 ......................................... Flexibility and of Operations .......................................
Discriminatory Harassment. Humanity Fund 4 Work Schedule Hours ..................................
Discriminatory Harassment. Includes but is not limited to comments or conduct based on the protected grounds outlined in the provincial Human Rights legislation. Examples include offensive comments, jokes, or behaviour that disparage or ridicule a person’s race, religion, sexual orientation, gender, creed, or disability, personal appearance or weight; creating, displaying or distributing derogatory or offensive written materials. Includes but is not limited to derogatory conduct or behavior that intimidates or belittles an individual or group of individuals; humiliating or bullying behavior that undermines psychological or physical integrity or dignity, is hostile or abusive; persistent, excessive and unjustified criticism and constant scrutiny. Discrimination, interference, restriction or coercion exercised or practised with respect to any employee on the basis of sexual orientation. Includes but is not limited to unwelcome sexual advances or demands, threats, punishment or denial of a benefit for refusing sexual advances, offering a benefit in exchange for sexual favors, sexually suggestive comments gestures, email messages or attachments, unwelcome remarks jokes, innuendos, propositions or taunting about a person’s body, clothing or gender. The Employer and the Union agree that there shall be no discrimination, interference, restriction or coercion exercised or practiced with respect to any employee for reason of membership or activity in the Union. The Union and the Employer recognize the right of employees to work in an environment free from discrimination, harassment, and disrespectful behavior and the Employer shall take such actions as are necessary with respect to any person engaging in any of these behaviors at the work place. The Executive Director shall investigate any and all allegations and, if substantiated, take action appropriate to the offence. The Union shall be notified of all allegations and employees provided the opportunity for Union representation throughout the investigation and subsequent action that may be taken by the Employer. The Employer shall notify the Union within fourteen (14) days of completing the investigation, whether or not the allegation was substantiated, and indicate what action, if any, was taken. The parties agree that substantiated cases of harassment may be cause for discipline, up to and including dismissal. Allegations of harassment which are found to be in bad faith may be cause for discipline, up to and including dismissal. The Empl...
Discriminatory Harassment. 97 It is the policy, intent and purpose of both the City and the Union that there should be no 98 discrimination as between members with respect to compensation, terms, conditions or 99 privileges of employment on account of race, color, ethnic or national origin; age; religion or 100 religious creed (or belief, where applicable); sex, including pregnancy, childbirth, breastfeeding, 101 or related medical conditions; sexual orientation; gender, or gender identity; nationality, 102 immigration status, citizenship, or ancestry; marital status; protected military or veteran status; 103 physical or mental disability, medical condition, genetic information or characteristics (or those 104 of a family member); political views or activity; status as a victim of domestic violence, sexual 105 assault. 106 Section B. EEO, ADA, Harassment, Abusive Conduct, or Bullying Complaints 107 Any complaint that falls under the City of Pocatello Personnel Policy Handbook: Equal 108 Employment Opportunity (EEO), Americans with Disabilities Act (ADA), Discriminatory 109 Harassment, or Abusive Conduct and Bullying will require the full participation of Human 110 Resources in regards to any and all matters of investigation or review. Human Resources will 111 lead the investigation into any complaint subject to any of the listed categories. Additionally, 112 HR will have full access to all data and records associated with the investigation and findings, 113 even those housed within any Fire Department computer systems. All original investigation 114 records that are a result of EEO, ADA or Discriminatory Harassment will be housed in Human 115 Resources files. All discipline proceedings will be attended by the Human Resources employee 116 involved in the investigation. In addition, all polices, or procedures, that address discrimination 117 must be reviewed and approved by Human Resources and the Legal department, with adoption 118 by the City Council. 119 Should the City desire to change any current policy or practice in order to comply with the 120 provisions of ADA or ADEA, the City will present the Union appropriate legal memoranda and 121 supporting legal documentation stating the basis necessitating the change in a current practice 122 or policy.
Discriminatory Harassment. Discriminatory harassment includes comments or conduct based on the protected grounds in the Ontario Human Rights Code, which the recipient does not welcome or that offends him/her. Some examples of discriminatory harassment are:
Discriminatory Harassment. The definition of harassment includes harassment based on any of the reasons listed in section 10 of the Charter of human rights and freedoms: race, colour, sex, pregnancy, sexual orientation, civil status, age except as provided by law, religion, political convictions, language, ethnic or national origin, social condition, a disability or the use of any means to palliate a disability.
