HARASSMENT AND SEXUAL HARASSMENT. The Alliance and the Employer recognize the right of Employees to work in an environment free from harassment and sexual harassment, and agree that harassment and sexual harassment will not be tolerated in the workplace.
HARASSMENT AND SEXUAL HARASSMENT. 6.01 The Union and the University recognize that every employee is entitled to work in a climate that is free from any form of harassment. The parties will collaborate to prevent situations of harassment and/or sexual harassment by implementing measures to inform and raise awareness on these issues.
6.02 Harassment is any improper conduct, comment or display directed at an employee that is unwarranted, unsolicited and unwelcome and that might reasonably be expected to cause offense, ridicule, humiliation or that might reasonably be perceived as compromising an employee's right to fair and reasonable work conditions or right to dignity.
6.03 Harassment also includes the abuse of authority or the improper use of power which may undermine an employee's job performance. It may include such acts as intimidation, threats, blackmail, or coercion.
6.04 Sexual harassment is any conduct, comment, gesture or physical contact of a sexual nature or implied sexual nature directed at an employee that is unwarranted, unsolicited, and unwelcome and that might reasonably be expected to cause offense, ridicule, humiliation or that might reasonably be perceived as compromising an employee's right to fair and reasonable work conditions, or right to dignity.
6.05 The University has the responsibility to intervene to insure steps are taken to end any form of harassment that they are aware of, whether there is a complaint or not.
6.06 This article does not restrict the authority of those charged with supervisory responsibilities in such areas as performance evaluation, staff relations and the implementation of disciplinary actions.
HARASSMENT AND SEXUAL HARASSMENT. The entire article applies.
HARASSMENT AND SEXUAL HARASSMENT. 35.01 Harassment means any unilateral and unwanted behaviour that exerts undue pressure upon a person with the intent or effect of either ridiculing her/him, or humiliating her/him, or showing disrespect towards her/him, and that compromises her/his right to fair and reasonable work conditions and her/his right to dignity.
35.02 Harassment also includes the abuse of authority or the improper use of power which may undermine an Employee’s job performance. It may include such acts as intimidation, threats, blackmail, or coercion.
35.03 Sexual harassment means any unilateral and unwanted behaviour with sexual overtones that exerts undue pressure upon a person with the intent or effect of either obtaining sexual favours or ridiculing her/his sexual characteristics, and that compromises her/his right to fair and reasonable work conditions, and her/his right to dignity.
35.04 The Union and the University recognize that every Employee is entitled to work in a climate that is free from harassment and sexual harassment.
35.05 The University shall take action to ensure that harassment or sexual harassment does not occur.
35.06 This Article does not restrict the authority of those charged with supervisory responsibilities.
HARASSMENT AND SEXUAL HARASSMENT. 12.01 The Employer and Union are committed to a working and learning environment which is free of harassment and sexual harassment.
12.02 The Employer has established a committee, namely the Advisory Committee on Discrimination and Harassment, to which the Union shall be entitled to appoint one (1) representative. The Committee is empowered, among other things, to support and monitor the harassment and sexual harassment policy for NSCAD University which is contained in the NSCAD University Policy on Discrimination and Harassment
12.03 The parties agree to support the policy and procedures established by the committee.
HARASSMENT AND SEXUAL HARASSMENT.
7.01 The Union and the University recognize that every employee is entitled to work in a climate that is free from harassment and sexual harassment. The parties will collaborate to prevent situations of harassment or sexual harassment by implementing measures to inform and raise awareness on these issues.
7.02 Harassment is any improper conduct, comment or display directed at an employee that is unwarranted, unsolicited and unwelcome and that might reasonably be expected to cause offence, ridicule, humiliation or that might reasonably be perceived as compromising an employee's right to fair, safe, and reasonable work conditions or right to dignity.
7.03 Harassment also includes the abuse of authority or the improper use of power that may undermine an employee's job performance. It may include such acts as intimidation, threats, blackmail, or coercion.
7.04 Sexual harassment is any conduct, comment, gesture or physical contact of a sexual nature or implied sexual nature, directed at an employee, that is unwarranted, unsolicited, and unwelcome and that might reasonably be expected to cause offence, ridicule, humiliation or that might reasonably be perceived as compromising an employee's right to fair, safe and reasonable working conditions, or right to dignity.
7.05 The University has the responsibility to investigate and, if necessary, to intervene to ensure all steps are taken to end any harassment or sexual harassment of which it is aware, whether there is a complaint or not.
7.06 The present article does not limit the authority of the persons responsible for supervision in fields such as performance appraisals, labour relations and the implementation of disciplinary measures.
7.07 Procedure to receive and handle complaints
a) The Union will appoint a member and the University will appoint an individual trained in this field to receive and address complaints of harassment or sexual harassment.
b) An employee may lodge a complaint with the union appointee or the University appointee who will immediately inform the other party.
c) Complaints should be lodged as soon as possible, but no later than within nine
HARASSMENT AND SEXUAL HARASSMENT. 9.01 The Union and the Employer recognize the right of Employees to work in an environment free from harassment including personal harassment, bullying and sexual harassment, and agree that such harassment will not be tolerated in the workplace and shall be dealt with in accordance with Employer policy.
HARASSMENT AND SEXUAL HARASSMENT. The Alliance and the Employer recognize the right of Employees to work in an environment free from harassment and sexual harassment, and agree that harassment and sexual harassment will not be tolerated in the workplace. Harassment is a course of vexatious conduct that is known or ought reasonably to be known to be unwelcome. Abuse of authority is a form of harassment. Sexual harassment may include but is not limited to sexual jokes, innuendo, displaying sexually offensive material, coercion, physical touching, sexual advances or solicitation made by an individual in a position to grant or deny a benefit. For the purposes of this article, the work environment includes the Employee's work location as well as any other premises at which the Employee is required to work, including conferences, seminars, and social events. For further clarity, the Police Service is responsible only for the conduct of its Employees.
HARASSMENT AND SEXUAL HARASSMENT. The Alliance and the Employer recognizethe right of Employees to work in an environment free from harassment and sexual harassment, and agree that harassment and sexual harassmentwill not be tolerated in the workplace. Any level in the Grievance Procedure shall be waived if a person hearing the Grievance is the subject of the complaint. If, by reason of (a) above, a level of the Grievance Procedure is waived, no other level shall be waived except by mutual agreement.
HARASSMENT AND SEXUAL HARASSMENT. 13.01 The Alliance and the Employer recognize the right of employees to work in an environment free from harassment and sexual harassment and agree that harassment and sexual harassment will not be tolerated in the work place.
13.02 The Employer’s Harassment Free Workplace Policy is attached and may be amended from time to time by the employer. The employer’s policy shall be amended to refer to the Canadian Human Rights Act for this bargaining unit.
13.03 Any grievance under this article may be referred to Step 2 of the grievance procedure
