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 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 are necessary respecting an employee engaging in harassment in this article are committed to creating a safe, healthy and rewarding work environment where all individuals are treated with respect and dignity. Employees have the right to work in an environment free from sexual harassment, personal harassment and bullying. 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. 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. 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.
Harassment and Bullying in the Workplace. (a) 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
