Common use of HARASSMENT AND DISCRIMINATION PREVENTION Clause in Contracts

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). (i) that either: (A) is based on race, creed, religion, color, sex, sexual orientation, marital status, family status, disability, physical size or weight, age, nationality, ancestry or place of origin; or (B) subject to subsections (3) and (4), adversely affects the worker’s psychological or physical well-being and that the person knows or ought reasonably to know would cause a worker to be humiliated or intimidated; and (ii) that constitutes a threat to the health or safety of the worker. The Saskatchewan Human Rights Code mandates accommodations for persons with disabilities. Academic staff and administrators, all involved in the accommodation process, must undertake their roles efficiently and effectively, ensuring that accommodations requested adhere to the principles of natural justice and do not compromise academic standards. It is recognized that the accommodation process 3.2 The parties recognize the value of diversity in the College community and are committed to ensuring equal opportunities for all employees. The College shall develop and maintain employment policies, practices, and systems that have a favourable effect on the hiring, retention, and promotion of members of designated groups, which are Aboriginal peoples, persons with disabilities, sexual minorities and gender variants, visible minorities, and women. 3.3 The College, in consultation in committee, shall: - set goals for hiring, training, and promoting designated groups, and implement action for achieving these goals; - set a timetable for achieving employment equity goals, including appropriate representation of designated groups. The Faculty Association shall be provided data tracking progress on the above annually. 3.4 When recruiting academic staff members, the College shall: - ensure that all advertisements reflect the College's commitment to employment equity and encourage self-identification as a member of a designated group or groups; - ensure whenever possible that search committees have appropriate representation by gender and from designated groups, and a committee member from the relevant University of Xxxxxx department present during the deliberations; - ensure all search committee members are apprised of their responsibility for employment equity. 3.5 The College shall undertake appropriate steps to redress historic imbalances in representation of designated groups. The parties agree that appropriate steps include but are not limited to advertising and making appointments, and will not be deemed a violation of this Article.

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 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 The Occupational Health and Safety Actprocedures of the College. If there is dispute about whether a member has behaved in a professionally responsible manner, 1993 (Saskatchewan). (i) that either: (A) is based on race, creed, religion, color, sex, sexual orientation, marital status, family status, disability, physical size or weight, age, nationality, ancestry or place of origin; or (B) the issue shall be subject to subsections (3) and (4), adversely affects the worker’s psychological or physical well-being and that the person knows or ought reasonably to know would cause a worker to be humiliated or intimidated; and (ii) that constitutes a threat to the health or safety of the workergrievance/arbitration process. The Saskatchewan Human Rights Code mandates educational accommodations for persons with disabilities. Academic Everyone, including academic staff and administrators, all involved in the accommodation process, process must undertake their roles efficiently seriously and effectivelywith integrity, ensuring that accommodations requested do not compromise academic standards and adhere to the principles of natural justice and do not compromise academic standardsjustice. It is recognized that the accommodation processprocess depends upon honesty and fairness. 3.2 The parties recognize the value of diversity in the College community and are committed to ensuring equal opportunities for all employees. The College shall develop and maintain employment policies, practices, and systems that have a favourable effect on the hiring, retention, retention and promotion of members of designated groups, which are including Aboriginal peoples, persons with disabilities, sexual minorities and gender variants, visible minorities, and women. 3.3 The College, in consultation in committee, shall: - set goals for hiring, training, and promoting designated groups, and implement action for achieving these goals; - set a timetable for achieving employment equity goals, including appropriate representation of designated groups. The Faculty Association shall be provided data tracking progress on the above annually. 3.4 When recruiting academic staff members, the College shall: - ensure that all advertisements reflect the College's commitment to employment equity and encourage self-self- identification as a member of a designated group or groups; - ensure whenever possible that search committees have appropriate representation by gender and from designated groups, and a committee member from the relevant University of Xxxxxx Regina department present during the deliberations; - ensure all search committee members are apprised of their responsibility for employment equity. 3.5 The College shall undertake appropriate steps to redress historic imbalances in representation of designated groups. The parties agree that appropriate steps include but are not limited to advertising and making appointments, and will not be deemed a violation of this Article.

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 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 The Occupational Health and Safety Actprocedures of the College. If there is dispute about whether a member has behaved in a professionally responsible manner, 1993 (Saskatchewan). (i) that either: (A) is based on race, creed, religion, color, sex, sexual orientation, marital status, family status, disability, physical size or weight, age, nationality, ancestry or place of origin; or (B) the issue shall be subject to subsections (3) and (4), adversely affects the worker’s psychological or physical well-being and that the person knows or ought reasonably to know would cause a worker to be humiliated or intimidated; and (ii) that constitutes a threat to the health or safety of the workergrievance/arbitration process. The Saskatchewan Human Rights Code mandates educational accommodations for persons with disabilities. Academic Everyone, including academic staff and administrators, all involved in the accommodation process, process must undertake their roles efficiently seriously and effectivelywith integrity, ensuring that accommodations requested do not compromise academic standards and adhere to the principles of natural justice and do not compromise academic standardsjustice. It is recognized that the accommodation processprocess depends upon honesty and fairness. 3.2 The parties recognize the value of diversity in the College community and are committed to ensuring equal opportunities for all employees. The College shall develop and maintain employment policies, practices, and systems that have a favourable effect on the hiring, retention, retention and promotion of members of designated groups, which are including Aboriginal peoples, persons with disabilities, sexual minorities and gender variants, visible minorities, and women. 3.3 The College, in consultation in committee, shall: - set goals for hiring, training, and promoting designated groups, and implement action for achieving these goals; - set a timetable for achieving employment equity goals, including appropriate representation of designated groups. The Faculty Association shall be provided data tracking progress on the above annually. 3.4 When recruiting academic staff members, the College shall: - ensure that all advertisements reflect the College's commitment to employment equity and encourage self-self- identification as a member of a designated group or groups; - ensure whenever possible that search committees have appropriate representation by gender and from designated groups, and a committee member from the relevant University of Xxxxxx department present during the deliberations; - ensure all search committee members are apprised of their responsibility for employment equity. 3.5 The College shall undertake appropriate steps to redress historic imbalances in representation of designated groups. The parties agree that appropriate steps include but are not limited to advertising and making appointments, and will not be deemed a violation of this Article.