HARASSMENT AND DISCRIMINATION PREVENTION. 3.1 The parties agree there shall be no harassment, and/or discrimination on the basis of any prohibited grounds set forth in The Saskatchewan Human Rights Code (subject to pension and benefits provisions), and The Occupational Health and Safety Act, 1993 (Saskatchewan). The Occupational Health and Safety Act, 1993 (Saskatchewan) defines harassment as: any inappropriate conduct, comment, display, action or gesture by a person:
HARASSMENT AND DISCRIMINATION PREVENTION. 23.1 The Union and the University do not condone harassment or discrimination.
HARASSMENT AND DISCRIMINATION PREVENTION. 3.1 The parties agree there shall be no tolerance of any harassment and/or discrimination on the basis of any prohibited grounds set forth in the Saskatchewan Human Rights Code (subject to pension and benefits provisions). Nor shall inclusion or activity in the Association or the Bargaining Unit be cause for discrimination. The parties further agree there shall be no tolerance of any harassment and/or discrimination practiced with respect to any academic staff member who, in a professionally responsible manner, expresses disagreement with the policies and procedures of the College. If there is dispute about whether a member has behaved in a professionally responsible manner, the issue shall be subject to the grievance/arbitration process. The Saskatchewan Human Rights Code mandates educational accommodations for persons with disabilities. Everyone, including academic staff and administrators, involved in the accommodation process must undertake their roles seriously and with integrity, ensuring that accommodations requested do not compromise academic standards and adhere to the principles of natural justice. It is recognized that the accommodation process depends upon honesty and fairness.
HARASSMENT AND DISCRIMINATION PREVENTION. The County and CNA agree that the workplace should be free of harassment and discrimination based upon race, religious creed, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, gender, gender identity, gender expression, age for individuals over 40, military/veteran status, sexual orientation, citizenship status, familial/parental status, AIDS/HIV, political activities/affiliations, and status as a victim of domestic violence, assault or stalking, or other classifications protected by law. Workplace harassment and discrimination is defined in Ventura County Harassment, Discrimination, and Retaliation Prevention Policy No. VIII(A)-23. Reports of alleged violations of County policy may be addressed through the complaint procedure embedded in the County Harassment, Discrimination, and Retaliation Prevention Policy. A complete list with definitions of prohibited behavior, retaliation, interim measure and alternate resolution can be found in the County policy.
HARASSMENT AND DISCRIMINATION PREVENTION. The Hospital and the Union have a mutual responsibility to ensure the workplace is free of harassment and discrimination. The Hospital and the Union further agree to follow the procedure as outlined in the St. Joseph's Discrimination and Harassment Prevention Policy. The parties are committed to a harassment and violence free workplace and recognize the importance of addressing discrimination and harassment issues in a timely and effective manner.
