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.
Harassment. The union and the employer recognize the right of employees to work in an environment free from harassment and undertake to take all reasonable and appropriate actions to xxxxxx such an environment. Harassment in the work place includes, but is not limited to, threats or a pattern of aggression, insulting or demeaning behaviour by a person in the workplace, where the person knows or reasonably ought to know that their behaviour is likely to create an intimidating or hostile workplace environment.
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: age, race, sex, sexual orientation, national or ethnic origin, colour, religion, disability, marital status, family status, political beliefs 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.
Harassment any unwanted offensive or threatening behavior, which is linked to one or more of the below characteristics when:
a) Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment or eligibility for services;
b) Submission to or rejection of such conduct by an individual is used as the basis for employment or service decisions affecting such individual; or
c) Such conduct has the purpose or effect of substantially interfering with an individual’s work performance, or of creating an intimidating, hostile or offensive work or service delivery environment, which adversely affects an individual’s opportunities. Harassing behavior may include, but is not limited to, demeaning or stereotypical comments or slurs, ridicule, jokes, pranks, name calling, physical or verbal aggression, gestures, display or possession of sexually graphic materials, cartoons, physical contacts, explicit or implicit threats separate from supervisory expressions of intention to use the disciplinary process as a consequence of continued inappropriate behavior, malicious gossip or any other activity that contributes to an intimidating or hostile work environment. Sexually harassing behavior is unwelcome behavior of a sexual nature toward males or females which may include, but, is not limited to, physical contact, sexual advances or solicitation of favors, comments or slurs, jokes, pranks, name calling, gestures, the display or possession of sexually graphic materials which are not necessary for business purposes, malicious gossip and verbal or physical behaviors which explicitly or implicitly have a sexual connotation. Harassment is illegal when it is a form of discrimination based upon age, disability, association with a person with a disability, national origin, race, ancestry or ethnic background, color, record of arrest or conviction which is not job-related, religious belief or affiliation, sex or sexual orientation, marital status, military participation, political belief or affiliation, and use of a legal substance outside of work hours.
Harassment. The Employer and the Union agree that no form of harassment shall be condoned in the workplace and it is further agreed that both parties will work together in recognizing and dealing with such problems, should they arise. Situations involving harassment shall be treated in strict confidence by both the Employer and the Union. The definition of harassment shall consist of the definition contained in the Human Rights Code and shall further include the definition of harassment set out in the Respectful Workplace Policy as may be amended by the Employer from time to time.
Harassment. There shall be no Harassment or Sexual Harassment exercised against or by any Member.
Harassment. The Association and the Employer recognize the right of employees to work in an environment free from harassment, including sexual harassment, and the Employer shall take such actions as are necessary with respect to any person employed by the Employer engaging in sexual or other harassment in the workplace.
Harassment. A. Employees shall be free from unnecessary, spiteful, or negative criticism or complaints by administrators and/or other persons. Under no conditions shall management representatives express such complaints or criticisms concerning an employee in the presence of other employees, students, or parents, nor shall anonymous complaints be processed.
B. Employees should not be subjected to harassment, abusive language, upbraiding, insults, or interference by a parent or other persons in the performance of the employee's duties.
Harassment.
(a) For purposes of this Section, "harassment" is defined as repeated malicious annoyance, tormenting, teasing, pestering, belittling, beleaguering or verbal threats of violence in order to intentionally disrupt an employee’s work environment.
(b) To respect the rights of the parties involved, the complaint will be handled promptly and confidentially.
(c) Should a harassment complaint include the intentional misrepresentation of any information, the District may take formal disciplinary action.
(d) If any employee has a complaint that the employee is being harassed by any District employee, staff, faculty or management, the following procedure will be followed:
(1) The employee will file his or her written complaint within 30 calendar days of the alleged harassment in the office of Human Resources who shall direct the matter to the Vice President responsible for human resources functions.
(2) Within 10 work days of receipt of the complaint in the Human Resources Office, the ECCE will be notified by the Human Resources Department so that a meeting will be held to discuss and attempt resolution of the complaint. The meeting will include the complainant, a representative from Human Resources, and an ECCE representative, unless the employee opts out of union representation. Any “opt out” request for ECCE representation will be given in writing to the Human Resources Department. The employee against whom the complaint is made will be invited to attend the meeting. The parties will meet in resolution session(s) until one of the parties requests the process to proceed to Step 3.
(3) A two member factfinding committee representing the District and ECCE will be formed to investigate and/or conciliate the matter and take appropriate action. The committee will be comprised of the Vice President responsible for Human Resources or designee and an officer of the ECCE or designee. The proceedings will be maintained in confidence by the District representative and the ECCE representative. The committee’s final decision and recommendations will be presented in writing to the complainant, the respondent, and to the ECCE representative. It is understood that should the District determine disciplinary action may be appropriate, the District’s decision to consider and take disciplinary action is outside the scope of the committee and this process. Committee members will have received training by the District and/or ECCE prior to serving on the committee. The committee will b...
Harassment. Harassment involves behavior towards another person that is unwanted. This can include, but is not limited to, unwanted comments, unwanted touching, derogatory language or bullying. Any of these behaviors will lead to disciplinary action.
