General Harassment Clause Samples
The General Harassment clause defines and prohibits behaviors that constitute harassment within the context of the agreement or workplace. It typically outlines unacceptable conduct such as unwelcome verbal, physical, or visual actions that create a hostile or intimidating environment, and may specify procedures for reporting and addressing complaints. This clause serves to protect individuals from inappropriate treatment, promote a safe and respectful environment, and provide a clear process for handling allegations of harassment.
General Harassment. The parties agree that employees will neither engage in nor be subject to threats of physical abuse or physical harm.
General Harassment. The Parties agree to ▇▇▇▇▇▇ a harassment free workplace. Harassment in the workplace includes threats or a pattern of aggressive or insulting behaviour by a person in the workplace, where the person knows or reasonably ought to know that this behaviour is likely to create an intimidating or hostile workplace environment.
General Harassment. All other forms of harassment not linked to the prohibited grounds specified in the BC Human Rights Code fall within the category of General Harassment.
General Harassment i) The Employer and the Union recognize the right of employees to work in an environment free from all harassment and agree to cooperate in attempting to resolve, in a confidential manner, any complaints of harassment which may arise in the workplace.
ii) An employee may initiate a grievance under this clause at any step of the grievance procedure. Grievances under this clause will be handled with all possible confidentiality and dispatch.
General Harassment. The Employer and the Union agree that no form of general harassment shall be condoned in the workplace and it is further agreed that both parties shall work together in recognizing and resolving such problems should they arise. Situations involving general harassment shall be treated in strict confidentiality. In addition to filing a grievance, the parties may resolve incidents of general harassment by a discussion between a joint committee made up of two (2) representatives appointed by the Board of the Chalet ▇▇▇▇▇▇▇ and two (2) Union representatives.
General Harassment. (a) The Employer and the Union recognize the benefit to be derived from a work environment free from harassment and where the conduct and language of employees meet the acceptable social standards of the work place.
(b) The parties agree to ▇▇▇▇▇▇ and promote such an environment and believe that the best means of achieving this is adherence to the Human Rights Act of British Columbia.
(c) Harassment shall be as defined in the British Columbia Human Rights Code.
(d) It is understood that harassment does not include actions occasioned through exercising in good faith the Employer's managerial/supervisory rights and responsibilities.
(e) Where complaints or disputes pertaining to this Article occur, they shall be referred to the investigation and dispute resolution process in Article 10.9 (Employee Investigations) and they shall not form the basis of a grievance.
(f) This clause does not preclude an employee from filing a complaint under the Human Rights Code, however an employee shall not be entitled to duplication of process.
General Harassment. Harassment is defined as vexatious comment or conduct in relation to a person or group of persons which has the effect or purpose of creating a hostile or intimidating working or educational environment when: such treatment has the effect or purpose of threatening or intimidating a person; or such treatment abuses the power that one person holds over another or misuses authority (Harassment does not include appropriate direction,delegation, or discipline, administered by a member of Management or designate.); or such treatment has the effect or purpose of offending or demeaning a person or group of persons on the basis of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, handicap, age, marital status, family status, receipt of public assistance, or record of offences. Harassment may occur during one incident or over a series of incidents including incidents which, in isolation, would not necessarily constitute harassment. Harassment prevents or impairs the full and equal enjoyment of employment and educationalservices, benefits and/or opportunities and mayoccur betweenpeople of the same or different status within the University community, regardless of age or sex. Harassment may also be directed at a group as well as at an individual. Harassment may be psychological, verbal or physical or may be all of these.
General Harassment. (i) The Employer and the Union recognize the right of employees to work in an environment free from all harassment and agree to cooperate in attempting to resolve, in a confidential manner, any complaints of harassment which may arise in the workplace. These complaints shall be addressed in accordance with Board policy and the definition of bullying and harassment in WorkSafeBC regulation. Any grievances which result will be dealt with in the normal grievance procedure.
(ii) An employee may initiate a grievance regarding the outcome of their complaint under this clause at any step two (2) of the grievance procedure. Grievances under this clause will be handled with all possible confidentiality and dispatch. Note: Instead of including a list of protected grounds, refer to BCHRC to automatically include new protected grounds, such as the recently added “gender identify and expression”. Align the collective agreement harassment language with WorkSafeBC and employer policy.
General Harassment. (i) Objectionable conduct, comment, materials or display made on either a one-time or continuous basis that demeans, belittles, intimidates, or humiliates another person; or
(ii) 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; or
General Harassment. (i) The Parties recognize the right of employees to work in an environment free from all harassment and agree to cooperate in attempting to resolve, in a confidential manner, any complaints which may arise in the workplace. An employee may initiate a grievance under this clause at any step of the grievance procedure. Grievances under this clause will be handled with all possible confidentiality and dispatch.
(ii) The Parties recognize that it is the Employer’s responsibility to investigate complaints of harassment in accordance with WorkSafeBC regulations. Further, the Parties agree to resolve all such complaints with all possible confidentiality and dispatch.
(iii) All employees should, upon hire, acquaint themselves with the Employer’s “Respectful Workplace Behavior Policy.”