Harassment and Discrimination Contrary to Human Rights Sample Clauses

Harassment and Discrimination Contrary to Human Rights. 21.3.1 The Parties consider harassment as described in the University’s Harassment/Discrimination Complaint Policy and Procedure (the “Policy”) to be a serious offence which violates fundamental human rights, personal dignity and integrity.
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Harassment and Discrimination Contrary to Human Rights. 21.3.1 The Parties consider harassment and discrimination contrary to the Human Rights Code to be a serious offence which violates fundamental human rights, personal dignity and integrity. Allegations of harassment and discrimination contrary to Human Rights against a Member shall be dealt with pursuant to Article 20.
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Harassment and Discrimination Contrary to Human Rights. The previous language was deleted and now reads “The Parties consider harassment and discrimination contrary to the Human Rights Code to be a serious offence which violates fundamental human rights, personal dignity and integrity. Allegations of harassment and discrimination contrary to Human Rights against a Member, shall be dealt with pursuant to Article 20. “ MOA – When a Member is under investigation and has been imposed discipline, and the Association has filed a grievance, the Association may request to have access to the investigation report. The University shall prepare a Solicitor’s undertaking, which the Association will execute and the University shall facilitate access to a hard copy of the report to the Association.
Sample 1
Harassment and Discrimination Contrary to Human Rights. 21.3.1 The Parties consider harassment and discrimination contrary to the Human Rights Codeas described in the University’s Harassment/Discrimination Complaint Policy and Procedure (the “Policy”) to be a serious offence which violates fundamental human rights, personal dignity and integrity. Allegations of harassment and discrimination contrary to Human Rights against a Member shall be dealt with pursuant to Article 20. “Complainant”) under the Policy as per Article 21.1.2, or is named as a respondent (the “Respondent”) to a complaint made under the Policy.
Sample 1

Related to Harassment and Discrimination Contrary to Human Rights

  • 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).

  • 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.

  • NON-DISCRIMINATION/HARASSMENT The District prohibits the unlawful harassment of its classified employees and will investigate and take appropriate measures, in accordance with the law, to ensure that unlawful harassment does not occur.

  • 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.

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

  • Discrimination and Harassment 7.13 All members of the Appointments Committee shall be given access to information about the content and application of relevant federal and provincial legislation, ad about University policies, relating to employment equity and federal immigration requirements. In accord with the provisions of the Article Employment Equity, Members shall familiarize themselves with such information as a condition of serving on the Appointments Committee. Furthermore, the Employer shall ensure that the Committee is aware of the relevant legislation and University policies, and the Chief Librarian or Xxxx and the Members participating in the work of the Committee shall share responsibility for ensuring that the relevant legislation and University policies are followed throughout the deliberations of the Committee. The Committee may call upon the Human Rights Office for assistance.

  • 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.

  • Employment Protection Provisions 9.1.1 ‘Restructuring’ is given the same definition as in section 69OI of the Employment Relations Act 2000 and includes:

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