HARASSMENT ABUSE POLICY. 42.01 The Employer, in exercising its responsibility, endeavours at all times to provide a work environment that is supportive of both productivity and the personal goals, dignity and self-esteem of every employee. Harassment, including sexual harassment and abuse of authority, constitutes unacceptable conduct and shall not be tolerated.
HARASSMENT ABUSE POLICY. 39.01 The Employer and the Union agree that there will be no intimidation, discrimination, interference, restraint or coercion exercised or practiced by any party or their representatives(s) because of activity or lack of activity in the Union.
39.02 In accordance with the Manitoba Human Rights Code, the Employer and the Union agree that there shall be no discrimination or harassment practiced by reason of:
(a) ancestry, including color and perceived race;
(b) nationality or national origin;
(c) ethnic background or origin;
(d) religion or creed, or religious belief, religious activity;
(e) age;
(f) sex, including pregnancy, the possibility of pregnancy, or circumstances related to pregnancy;
(g) gender, determined characteristics or circumstances other than included in (f);
(h) sexual orientation;
(i) marital or family status;
(j) source of income;
(k) political belief, political association or political activity;
(l) physical or mental disability or related characteristic circumstances, Including reliance on a dog guide or other animal assistance, a wheelchair, or any other remedial appliance or device.
39.03 All forms of harassment and discrimination shall be first investigated according to G4S Secure Solutions (Canada) Ltd..
HARASSMENT ABUSE POLICY. 38.01 The Employer and the Union agree that there will be no intimidation, discrimination, interference, restraint or coercion exercised or practiced by any party or their representatives(s) because of activity or lack of activity in the Union.
38.02 In accordance with the Manitoba Human Rights Code, the Employer and the Union agree that there shall be no discrimination or harassment practiced by reason of:
(a) ancestry, including color and perceived race;
(b) nationality or national origin;
(c) ethnic background or origin;
(d) religion or creed, or religious belief, religious activity;
(e) age;
(f) sex, including pregnancy, the possibility of pregnancy, or circumstances related to pregnancy;
(g) gender, determined characteristics or circumstances other than included in (f);
(h) sexual orientation;
(i) marital or family status;
(j) source of income;
(k) political belief, political association or political activity;
(l) physical or mental disability or related characteristic circumstances, Including reliance on a dog guide or other animal assistance, a wheelchair, or any other remedial appliance or device.
38.03 All forms of harassment and discrimination shall be first investigated according to Allied Universal Harassment Policy. The employee may choose to involve the union at any time during the process. Should the matter not be resolved within thirty (30) days, it may be subject to the grievance and/or mediation/arbitration provisions of this agreement. Where an employee initiates a grievance under this article, it will be filed at Step 2 of the grievance procedure. In the case of discrimination/harassment the grievance or complaint, the time limits for filing shall not apply. All employees have rights under applicable legislation.
38.04 The Employer shall make every reasonable effort to accommodate the needs of its employees in accordance with the Manitoba Human Rights Code. However, Health and Safety provisions will not be waived.
HARASSMENT ABUSE POLICY
