Employee Harassment. (a) Union and the Employer recognize the right of all employees of the College including those listed in Appendix 1 to work in an environment free from harassment, and the Employer and the Union undertake to discipline any person employed by the Employer engaging in the harassment of another employee.
(b) Harassment shall be defined as:
(1) words, gestures, and actions which tend to annoy, alarm and abuse (verbally) another person and shall include the following:
(i) a telephone call without purpose of legitimate communication; or
(ii) insults, taunts or challenges in a manner likely to provoke violent or disorderly response; or
(iii) makes repeated communications anonymous or at extremely inconvenient hours or in offensively coarse language; or
(iv) subjects another to an offensive touching; or
(v) engages in any other course of alarming conduct serving no legitimate purpose.
Employee Harassment a) The Union and the Employer recognize the right of the employees to work in an environment free from harassment, and the Employer and the Union undertake to discipline any person employed by the Employer engaging in the harassment of another employee.
b) Harassment shall be defined as:
1) words, gestures, and actions which tend to annoy, alarm and abuse (verbally) another person and shall include the following:
i) a telephone call without purpose of legitimate communication; or
ii) insults, taunts or challenges in a manner likely to provoke violent or disorderly response; or
iii) makes repeated communications anonymous or at extremely inconvenient hours or in offensively coarse language; or
iv) subjects another to an offensive touching; or
v) engages in any other course of alarming conduct serving no legitimate purpose.
Employee Harassment.
(a) The Employer acknowledges and affirms its obligation to prohibit discrimination and harassment in respect of employment by reason of race, ancestry, political beliefs, national or ethnic origin, colour, religion, age, sex, marital status, family status, disability, criminal conviction for which a pardon has been granted, or sexual orientation, or gender identity or gender expression in accordance with the Human Rights Code.
(b) In the event of a violation of this provision by the Employer, and the matter proceeds by way of an arbitration, an arbitrator shall have the jurisdiction to hear the complaint and shall have the remedial powers set out in the Human Rights Code.
(c) The Employer, the Union and the employees recognize the right of all person employed by Destination Cinema Canada Inc. to work in an environment free from sexual harassment. For the purposes of this collective agreement, sexual harassment means conduct, comment, gesture or contact of a sexual nature:
(1) that is likely to cause offence or humiliation to any employee; or
(2) that might, on reasonable grounds, be perceived by that employee as placing a condition of a sexual nature on employment or on any opportunity for training or promotion.
Employee Harassment. (a) The Union and the Employer recognize the right of the employees to work in an environment free from harassment, and the Employer and the Union undertake to discipline any person employed by the Employer engaging in the harassment of another employee.
(b) Harassment shall be defined as: words, gestures, and actions which tend to annoy, alarm and abuse (verbally) another person, and shall include the following:
(1) a telephone call without purpose of legitimate communication; or
(2) insults, taunts or challenges in a manner likely to provoke violent or disorderly response; or
(3) makes repeated communications anonymously or at extremely inconvenient hours, or in offensively coarse language; or
(4) subjects another to offensive touching; or
(5) engages in any other course of alarming conduct serving no legitimate purpose.
(c) Formal complaints of harassment shall be filed, in writing, with the Director or designate, within fourteen (14) calendar days following the occurrence giving rise to the complaint. If the respondent is a member of the bargaining unit, he/she shall have the right to receive a copy of the complaint and to respond to it. The Director or designate shall investigate the complaint and render a decision as to the disciplinary and/or remedial actions, if any, to be taken as soon following receipt of the complaint as possible. The complainant and the respondent shall both have the right to have a shop xxxxxxx in attendance at meetings they are required to attend during the investigation, if they are both members of the bargaining unit. Where the complainant or the respondent is not satisfied with the final disposition of the matter, they may initiate a grievance at Step 2 of the grievance procedure, within seven (7) calendar days following receipt of the Director or designate's decision.
Employee Harassment. You agree not to threaten, intimidate, harass, cause alarm or distress or carry out any violent act and ensure anyone living with you or your visitors do not threaten, intimidate, harass, cause alarm or distress or carry out any violent act against any of our employees, agents or contractors, either when visiting you at your Home or in any of our offices or anywhere else.
Employee Harassment. (a) The Union and the Employer recognize the right of the employees to work in an environment free from personal or sexual harassment and the Employer undertakes to investigate and take appropriate action with any person employed by the Employer engaging in such harassment.
(b) Should any employee feel that they have been subjected to harassment, they will, without delay and accompanied by the shop xxxxxxx, raise their concerns with the Manager or with a designated contact person.
(c) Should a satisfactory resolve of the employee's concerns not be reached at this level, a written submission of the alleged harassment will be submitted to the Union and the District Manager who will meet to discuss the concerns raised. If the matter is not resolved at this stage, it may be referred to an investigator under Article 8.11, Investigator, and it shall not form the basis of a grievance.
(d) Harassment does not include actions occasioned through exercising in good faith the Employer's managerial/supervisory rights and responsibilities.
Employee Harassment. It is the policy of Memphis-Shelby County Airport Authority to provide a workplace free from employee harassment on the basis of race, color, religion, sex, national origin, age, handicap, disability, etc. Improper interference with the ability of an employee to perform their work activities will not be tolerated. Harassment can appear in many forms, including derogatory comments, jokes, slurs, unwanted physical contact, derogatory drawings or threats. Unwanted sexual advances, requests for sexual favors and other verbal physical conduct of a sexual nature will not be tolerated. Sexual harassing conduct includes, but is not limited to: ❑ Unwelcome sexual flirtation, touching, advances or propositions ❑ Verbal abuse of a sexual nature, including graphic or suggestive comments about an individual’s dress or degrading words used to describe and individual ❑ The display in the work-place of sexually suggestive objects or pictures, including nude photographs ❑ Other verbal or physical conduct of a sexual nature can affect an employee’s work performance
Employee Harassment. It is the policy of Memphis-Shelby County Airport Authority to provide a workplace free from employee harassment on the basis of race, color, religion, sex, national origin, age, handicap, disability, etc. Improper interference with the ability of an employee to perform their work activities will not be tolerated. Harassment can appear in many forms, including derogatory comments, jokes, slurs, unwanted physical contact, derogatory drawings or threats.
Employee Harassment. (a) The Union and the Employer recognize the right of the employees to work in an environment free from harassment, and the Employer and the Union undertake to discipline any person employed by the Employer engaging in the harassment of another employee.
