Harassment and Discrimination Complaints Sample Clauses

Harassment and Discrimination Complaints a) In the event that a grievance concerning harassment and/or discrimination is filed a meeting shall be scheduled with the President of CUPE Local 5167 or their designate and the Unit Vice President and the Human Resources Manager within ten working days of having received the grievance. Where the alleged harasser is the person who would be responsible for investigating the complaint, the matter will be referred to another Manager.
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Harassment and Discrimination Complaints a) In the event that a grievance concerning harassment and/or discrimination is filed a meeting shall be scheduled with the President of CUPE Local 5167 or their designate and the Unit Vice President and the Executive Director and the Manager of Human Resources & Operations within ten working days of having received the grievance. Where the alleged harasser is the person who would be responsible for investigating the complaint, the matter will be referred to another Manager. b) In the event that the parties are not able to resolve the issue; the Employer and the Union may agree on a mediator and request a mediation date within ten days of the meeting as outlined in Article 4.03 (a). c) It is further agreed that nothing in this Article shall prevent either party from referring the grievance to arbitration as per Article (s) 12 and 13. Note: The term “working days”, shall be deemed to mean Monday to Friday inclusive. CA Expiry –December 31, 2016 Disabled and Aged Regional Transit System CUPE Local 5167 (Inside Unit) and
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Related to Harassment and Discrimination Complaints

  • Harassment and Discrimination (a) "Every person who is an employee has a right to freedom from harassment in the workplace by the employer or agent of the employer or by another employee because of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, age, record of offences, marital status, family status, gender identity, gender expression, or disability". ref: Ontario Human Rights Code, Sec. 5 (2) and 10 (1).

  • Harassment & Discrimination The local parties will determine the appropriate means of promoting an effective and meaningful way of addressing discrimination and harassment issues, which may include, but is not limited to the following: • Reviewing the hospital’s harassment policy and making joint recommendations to the Chief Nursing Officer; • Promoting a harassment free workplace where there is ‘zero tolerance’; • Ensuring that all employees are familiar with the employer’s harassment policy by identifying educational opportunities, including the orientation period for new employees; • Identifying supports and solutions to assist employees to deal with harassment and discrimination issues (i.e. Employee assistance Programs, staff supports); • Development of processes to address the accommodations/ modified work needs for nurses; • Development of assertiveness training programs.

  • ANTI DISCRIMINATION AND ANTI HARASSMENT Contractor and/or any subcontractor shall not unlawfully discriminate against or harass any individual including, but not limited to, any employee or volunteer of the County of Marin based on race, color, religion, nationality, sex, sexual orientation, age or condition of disability. Contractor and/or any subcontractor understands and agrees that Contractor and/or any subcontractor is bound by and will comply with the anti discrimination and anti harassment mandates of all Federal, State and local statutes, regulations and ordinances including, but not limited to, County of Marin Personnel Management Regulation (PMR) 21.

  • Discrimination and Harassment 3.01 The Company shall not discriminate against an employee because of membership in the Union or because of activities authorized herein on behalf of the Union.

  • DISCRIMINATION / HARASSMENT 22.01 The parties agree to comply with their obligations under the Ontario Human Rights Code.

  • 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.

  • NON-DISCRIMINATION/HARASSMENT 3.01 Both the Company and the Union are committed to providing a workplace free of discrimination and harassment. Employees must not engage in discrimination or harassment because of prohibited ground contrary to the Ontario Human Rights Code (the “Code”). Prohibited grounds are race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, record of offenses, marital status, family status or handicap, as defined in the Code. This provision shall be interpreted in accordance with and subject to the provisions of the Code. Employees shall not be discriminated against on the basis of union affiliation.

  • NO DISCRIMINATION/HARASSMENT 6.01 The Company and the Union agree that there shall be no discrimination, interference, restriction or coercion exercised or practised with respect to any employee by reason of age, marital status, sex, race, creed, colour, national origin, political or religious affiliation, handicap, sexual orientation nor by reason of Union membership or position in the Union. Prohibited grounds shall be interpreted in accordance with and subject to the provisions of the Human Rights Code.

  • Harassment Sexual Harassment a. All employees have the right to work without personal harassment or sexual harassment.

  • Harassment Complaint Procedures In the case of a complaint of either personal or sexual harassment, the following shall apply:

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