Harassment and Bullying in the Workplace. The Union and the Employer recognize the right of employees to work in an environment free from personal bullying and sexual harassment. Everyone is expected to adhere to acceptable conduct at all times by respecting the rights and feelings of others and by refraining from any behaviour that might be harmful to others. The Employer shall take such actions as are necessary respecting an employee engaging in harassment in the workplace.
Harassment and Bullying in the Workplace. 6.1 Harassment and Bullying in the Workplace
6.2 Sexual Harassment Definition
(a) (c) maintain current language
Harassment and Bullying in the Workplace.
6.1 Harassment and Bullying in the Workplace The Union and the Employer recognize the right of employees to work in an environment free from harassment and bullying, and the Employer shall take such actions as necessary respecting an employee engaging in harassment as described in this article. The definitions and procedures in this article address situations that occur between employees in the course of employment. The Employer also recognizes that harassment also occurs between individuals not under BC Housing’s employment. In such circumstances the Employer will address the matter through appropriate measures, including but not limited to WorkSafeBC Regulations, the Residential Tenancy Branch and legal intervention.
6.2 Sexual Harassment
(a) Sexual harassment includes sexually oriented verbal or physical behaviour which an individual would reasonably find to be unwanted or unwelcome, giving consideration to all circumstances and which may detrimentally affect the work environment. Such behaviour could include, but is not limited to:
(1) touching, patting or other physical contact;
(2) leering, staring or making sexual gestures;
(3) demands for sexual favours;
(4) verbal abuse, intimidation or threats of a sexual nature;
(5) unwanted sexual invitations;
(6) physical assault of a sexual nature;
(7) distribution or display of sexual or offensive pictures or material;
(8) unwanted questions or comments of a sexual nature;
(9) practical jokes of a sexual nature.
(b) To constitute sexual harassment, behaviour may be repeated or persistent or may be a single incident.
(c) Sexual harassment will often, but need not, be accompanied by an expressed or implied threat of reprisal or promise of reward.
(d) Sexual harassment refers to behaviour initiated by both males and females directed toward members of either sex.
(e) This definition of sexual harassment is not meant to inhibit normal workplace interactions or relationships based on mutual consent or normal social contact between employees.
Harassment and Bullying in the Workplace. 9
6.1 Harassment and Bullying in the Workplace 9
6.2 Sexual Harassment 10 6.3 Personal Harassment and Bullying 10 6.4 Harassment Complaint Procedures 11 6.5 Misuse of Managerial/Supervisory Authority 12
Harassment and Bullying in the Workplace.
(a) The Union and the Employer recognize the right of employees to work in an environment free from harassment, discrimination and bullying (“Harassment”). The Employer shall take such actions as are necessary respecting an employee engaging in Harassment in the workplace.
(b) Where the complaint is determined to be of a frivolous, vindictive or vexatious nature, the Employer may take appropriate action which may include discipline. Such action shall only be for just cause and may be grieved pursuant to Article 9 (Grievances).
(c) Pending determination of the complaint, the Manager may take interim measures to separate the employees concerned if deemed necessary.
(d) If the proposed resolution is not acceptable to the employee alleging harassment, discrimination or bullying, a grievance may be filed at Step 2 of the grievance procedure.
(e) An employee in need of assistance may call WorkSafeBC Critical Incident Response pager. The Employer will post the current pager contact information in the workplace. The employer provided EFAP program can also be used as a resource.
Harassment and Bullying in the Workplace. 10
6.1 Harassment and Bullying in the Workplace 10 6.2 Sexual Harassment 10 6.3 Personal Harassment and Bullying 11 6.4 Complaints Procedures 11 6.5 Misuse of Managerial/Supervisory Authority 13 7.1 Vacancy Postings 13 (i) 7.2 Appointments 13 7.3 Interview Expense 14 7.4 Job Selection Disputes 14 7.5 Union Observer 14 7.6 Probationary Period 14 7.7 Performance Review 15 7.8 Upgrading Qualifications 15 7.9 Employer Sponsored Training Courses 16 7.10 Assembly Point 16 7.11 Employee Parking 16 7.12 Employment Related Legal Action 16 7.13 Transfers Without Postings 17 7.14 Employee Contact 17 7.15 Joint Return to Work Committee 17 7.16 Uniforms or Special Clothing 17 7.17 Non-Related Duties 18 7.18 Dismissal for Abandonment of Position 18 7.19 Personnel File Access 18 7.20 Professional/Certification Fees 18 7.21 Retirement Provisions 18 8.1 Maintenance Worker 19 8.2 Maintenance Worker Chargehand 19 8.3 Maintenance Supervisor 19 8.4 Groundskeeper Chargehand 19 8.5 Groundskeeper Supervisor 19 8.6 Building Manager Resident or Non-Resident 19
Harassment and Bullying in the Workplace. 12.1 The Parties to this Agreement are committed to achieving and maintaining a safe and healthy work environment, free from harassment and bullying behaviour.
12.2 NCRG acknowledges the commitment to achieve and maintain a safe and healthy work environment and will take all reasonably practicable steps to prevent, address and eliminate harassment and bullying behaviour in the workplace.
12.3 All Employees will behave in a professional manner in carrying out their duties and will treat all work colleagues and others in the workplace with courtesy, dignity and respect at all times.
12.4 An Employee who is aggrieved by his or her treatment in employment may lodge a grievance under clause 9 of this Agreement - Dispute Resolution Procedure.
Harassment and Bullying in the Workplace. The parties agree that harassment will not be tolerated in the workplace. In the event an allegation of harassment is reported, the Union Committee and the Management Committee will meet as soon as possible to discuss and investigate the matter fully. All complaints will be handled with the utmosttact and timeliness and in accordance with the Board’s Harassment Policy and Procedure. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably be known to be unwelcome; that denies individual dignity and respect on the basis of the grounds such as: gender, disability, race, colour, sexual orientation or other prohibited grounds”, as stated in the provincial Human Rights Code. All employees are expected to treat others with dignity and respect and to discourage harassment. The workplace is defined as any Board facility and includes areas such as offices, schools, shop floors, rest rooms, cafeterias, lockers, conference rooms and parking lots. Harassment may take many forms: verbal, physical or visual. It may involve a threat or an implied threat or be perceived as a condition of employment. The following examples could be considered as harassment but are not meant to cover all potential incidents: • Unwelcome remarks, jokes, innuendos, gestures or taunting about a person’s body, disability, attire, or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenship or ancestry; • Practical jokes, pushing, shoving, etc., which cause awkwardness or embarrassment; • Posting or circulation of offensive photos or visual materials; • Refusal to work or converse with an employee because of their racial background or gender, etc.; • Unwanted physical conduct such as touching, patting, pinching, etc.; • Condescension or paternalism which undermines self-respect; • Backlash or retaliation for the lodging of a complaint or participation in an investigation. Harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments, the assessment of discipline or any conduct that is not intended to undermine the dignity of the individual. Neither is this policy meant to inhibit free speech or interfere with normal social relations. The Union recognizes that it shares a joint responsibility with the Employer to discourage workplace harassment.
Harassment and Bullying in the Workplace. The Union and the Employer recognize the right of employees to work in an environment free from harassment and bullying and the Employer shall take such actions as necessary respecting an employee engaging in harassment as described in this article. The definitions and procedures in this article address situations that occur between employees in the course of employment. The Employer also recognizes that harassment also occurs between individuals not under BC Housing’s employment. In such circumstances the Employer will address the matter through appropriate measures, including but not limited to WorkSafeBC Regulations, the Residential Tenancy Branch and legal intervention.
Harassment and Bullying in the Workplace.
(a) The Union and the Employer recognize the right of employees to work in an environment free from harassment, discrimination and bullying (“Harassment”). The Employer shall take such actions as are necessary respecting an employee engaging in Harassment in the workplace.
(b) Where the complaint is determined to be of a frivolous, vindictive or vexatious nature, the Employer may take appropriate action which may include discipline. Such action shall only be for just cause and may be grieved pursuant to Article 9 (Grievances).
(c) Pending determination of the complaint, the Manager may take interim measures to separate the employees concerned if deemed necessary.
(d) An employee in need of assistance may call WorkSafeBC Critical Incident Response pager. The Employer will post the current pager contact information in the workplace. The employer provided EFAP program can also be used as a resource.
