HARASSMENT/ABUSE. 25.01 The Employer is committed to providing a work environment in which all individuals are treated with respect and dignity. Harassment, including sexual harassment and psychological harassment, constitutes unacceptable conduct and shall not be tolerated.
HARASSMENT/ABUSE. 29.01 The Company and the Union agree that harassment and discrimination will not be condoned in the workplace. Harassment and discrimination do not include giving direction to employees, disciplining employees or otherwise correcting employee behavior. The Company will post its Harassment and Discrimination Policy in the workplace.
HARASSMENT/ABUSE. 18.01 The Employer and the Union agree that no form of harassment or abuse shall be condoned in the workplace. Both parties shall work together in recognizing and resolving such concerns as they arise. Situations involving harassment or abuse shall be treated in strict confidence by both the Employer and the Union. Any employee who believes that he or she is being harassed or abused, shall follow procedures in Appendix "C" Harassment and Abuse Policy. The right to refuse to work under these circumstances may be exercised by the employee, until such time as the harassment is resolved to the mutual satisfaction of the employee concerned, the Employer and the Union. The employee shall suffer no loss of pay and benefits while exercising his or her right to refuse to work under such circumstances, and in addition, may lay charges against the harasser.
HARASSMENT/ABUSE. 34.01 The Employer and the Union agree that harassment will not be condoned in the work place and both parties will work together in full cooperation and support of each other to recognize and resolve such concerns as they arise. Harassment does not include giving direction, reprimanding employees or correcting employee behaviour. The Harassment / Abuse Policy is contained in Appendix “C” of this Collective Agreement. The policy will be posted in a prominent location, with a copy of same remitted to employees covered by this Collective Agreement.
HARASSMENT/ABUSE. 35.01 The Employer and the Union agree that discrimination or harassment as defined in "The Human Rights Code of Manitoba" and Workplace Health and Safety Legislation in the Province of Manitoba shall not be condoned. Both parties will work together in recognizing and resolving such concerns as they arise.
HARASSMENT/ABUSE. 37.01 The Employer and the Union agree that no form of harassment and/or abuse shall be condoned in the workplace. The Employer's Harassment/Abuse Policy shall be posted in a prominent position in the workplace.
HARASSMENT/ABUSE. 42.01 The Employer and the Union agree that discrimination or harassment as defined in Manitoba’s human rights and/or workplace health and safety legislation shall not be condoned. Both parties will work together in recognizing and resolving such concerns as they arise.
42.02 Complaints of discrimination or harassment may be submitted to the union representative, Manager, or to the Board of Directors, where management is involved.
42.03 Such grievances shall be handled confidentially except for disclosure to the alleged harasser.
42.04 Should such complaints be referred as well to the Human Rights Commission, any internal procedure shall come to an immediate and final end in deference to the Commission.
HARASSMENT/ABUSE. 32.01 The Company will maintain a "No Harassment/Abuse Policy" the current version of which is contained in Appendix "C" of this Collective Agreement. The current policy will be posted in a prominent location, with a copy of same remitted to employees covered by this Agreement. Should McCain Foods (Canada) revise this policy, the Company will provide the Union with an updated version.
HARASSMENT/ABUSE. 33.01 It is the policy of the Employer not to discriminate against or harass any person with respect to that person’s race, national or ethnic origin, colour, religion, age, sex (including pregnancy, the possibility of pregnancy, or circumstances related to pregnancy), gender determined characteristics, marital status, sexual orientation, political belief, physical or mental disability, family status and conviction for an offence for which a pardon has been granted or other protected grounds in accordance with Manitoba Human Rights legislation. Where Human Rights legislation is different, the legislation shall prevail.
33.02 The Employer shall, in consultation with the Workplace Safety and Health committee, develop and implement a written Harassment Prevention Policy in accordance with The Workplace Safety and Health Act and its regulations. Such policy shall be posted in the workplace on the safety and health bulletin board.
33.03 All information, documented or otherwise, pertaining to complaints of harassment and/or abuse and their investigation, shall be dealt with in strict confidence and shall be conducted as expeditiously as possible.
HARASSMENT/ABUSE. 33.01 The Employer and the Union are committed to ensuring that there is no harassment in the workplace. Harassment includes sexual harassment and harassment based on the protected grounds as set forth in The Human Rights Code (Manitoba) and/or The Workplace Safety and Health Act (Manitoba) (both as amended from time to time). Complaints of harassment shall be investigated and disposed of in accordance with the Employer’s Respectful Workplace Policy.
