Harassment Based on Prohibited Grounds. The Parties agree there shall be no harassment on the basis of any prohibited grounds set forth in The Saskatchewan Human Rights Code (subject to pension and benefits provisions) and The Saskatchewan Employment Act. The Saskatchewan Employment Act defines harassment as: any inappropriate conduct, comment, display, action or gesture by a person:
Harassment Based on Prohibited Grounds. The first category has existed in the definition of harassment since 1993 and relates to harassment based on one of the prohibited grounds. This includes any inappropriate conduct, comment, display, action, or gesture by a person that: • Is made on the basis of race, creed, religion, colour, sex, sexual orientation, marital status, family status, disability, physical size or weight, age, nationality, ancestry, or place of origin. • Constitutes a threat to the health or safety or the worker. This type of harassment is prohibited in the OHS Act and The Saskatchewan Human Rights Code. It also extends to sexual harassment, which is conduct, comment, gesture, or contact of a sexual nature that is offensive, unsolicited, or unwelcome. Sexual harassment may include: • A direct or implied threat of reprisal for refusing to comply with a sexually orientated request. • Unwelcome remarks, jokes, innuendoes, propositions, or taunting about a person’s body, attire, sex, or sexual orientation. • Displaying pornographic or sexually explicit pictures or materials. • Unwelcome physical contact. • Unwelcome invitations or requests, direct or indirect, to engage in behaviour of a sexual nature. • Refusing to work with or have contact with workers because of their sex, gender, or sexual orientation. Note that certain types of conduct, such as displaying a poster or making comments that are overheard by another worker, are not specifically directed at one (1) individual. However, such conduct is still considered harassment based on prohibited grounds. Even a single incident of inappropriate conduct relating to a prohibited ground is considered harassment.
Harassment Based on Prohibited Grounds. The Parties agree there shall be no harassment on the basis of any prohibited grounds set forth in The Saskatchewan Human Rights Code (subject to pension and benefits provisions) and The Saskatchewan Employment Act. The Saskatchewan Employment Act defines harassment as: any inappropriate conduct, comment, display, action or gesture by a person: (i) that either: a) is based on race, creed, religion, color, sex, sexual orientation, gender identification, marital status, family status, disability, physical size or weight, age, nationality, ancestry or place of origin; or b) subject to subsections (4) and (5), 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. This type of harassment also extends to sexual harassment. Sexual harassment may be verbal, physical or visual. It is always unsolicited and unwelcome behaviour, and can take many forms, which include, but are not limited to: - A direct or implied threat of reprisal for refusing to comply with a sexually orientated request; sexual remarks; “jokes” with sexual overtones; a sexual advance or invitation; displaying offensive pictures or photographs; threats; leering; physical contact like touching, patting, pinching, or brushing against; sexual and physical assault; unwelcome physical contact; unwelcome invitations or requests, direct or indirect, to engage in behaviour of a sexual nature, refusing to work with or have contact with employee/client because of their sex, gender identity, or sexual orientation.
Harassment Based on Prohibited Grounds
Harassment Based on Prohibited Grounds
