Harassment Defined. The Company and Unifor are committed to providing a harassment-free workplace. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as: gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the provincial Human Rights Code. Harassment also means any demeaning and abusive behaviour of which an employee feels is offensive. All employees are expected to treat others with courtesy and consideration and to discourage harassment. The workplace is defined as any Company facility, vehicles, and includes areas such as offices, shop floors, rest rooms, cafeterias, lockers, conference rooms and parking lots. Harassment may take many forms: verbal, physical or visual. It may involve a threat or an implied threat or be perceived as a condition of employment. The following examples could be considered as harassment but are not meant to cover all potential incidents: • Unwelcome remarks, jokes, innuendoes, gestures or taunting about a person’s body, disability, attire or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenship or ancestry; • Practical jokes, pushing, shoving, etc., which cause awkwardness or embarrassment; • Posting or circulation of offensive photos or visual materials; • Refusal to work or converse with an employee because of their racial background or gender, etc. • Unwanted physical conduct such as touching, patting, pinching etc. • Condescension or paternalism which undermines self-respect; • Backlash or retaliation for the lodging of a complaint or participation in an investigation.
Harassment Defined. Harassment is defined as “a course of vexatious comment or conduct that is known or ought to reasonably be known to be unwelcome” on the prohibited grounds referred to in Article 3.01. All employees are expected to treat others with courtesy and consideration and to discourage harassment.
Harassment Defined. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as: sex, disability, race, colour, sexual orientation or other prohibited grounds. At Petro-Canada Lubricants Centre all employees are expected to treat others with courtesy and consideration and to discourage harassment.
Harassment Defined. (a) Sexual Harassment
Harassment Defined. (a) The Union and the Employer recognize the right of Employees to work in an environment free from sexual and personal harassment. Harassment is a form of discrimination and includes personal harassment, which is any improper behavior by any person which is offensive to any Employee and which that person knows or ought reasonably to know is inappropriate and unwelcome. Harassment is also comprised of objectionable conduct, comment or display occurring either once or continuously that demeans, belittles or causes personal humiliation or embarrassment to an Employee. The Employer and the Union will work together to ensure all members of the Employer’s organization, as well as all Employees, understand their personal responsibility to promote a harassment free and safe work environment.
(b) Sexual harassment means sexually oriented verbal or physical behaviour which an individual would reasonably find to be unwanted or unwelcome, giving consideration to all surrounding circumstances and which may detrimentally affect the work environment. Such behaviour could include, but is not limited to: - touching, patting or other physical contact; - leering; staring or the making of sexual gestures; - demands for sexual favours; - verbal abuse or threats; - unwanted sexual invitations; - physical assault of a sexual nature; - distribution or display of sexual or offensive pictures or material; - unwanted questions or comments of a sexual nature; - practical jokes of a sexual nature.
(c) Sexual harassment will often, but need not, be accompanied by an expressed or implied threat of reprisal.
(d) Both males and females can be considered to be sexually harassed by members of either sex.
(e) Personal harassment means verbal or physical behaviour that is discriminatory in nature, based upon another person's race, colour, ancestry, place of origin, political beliefs, religion, marital status, physical or mental disability, sex, age, or sexual orientation. It is discriminatory behaviour, directed at an individual, which causes substantial distress in that person and serves no legitimate work-related purpose. Such behaviour could include, but is not limited to: - physical threats or intimidation; - words, gestures, actions or practical jokes, the natural consequence of which is to humiliate, alarm or abuse another person; - distribution or display of offensive pictures or materials.
(f) To constitute harassment, behaviour may be repeated or persistent or may be a single seriou...
Harassment Defined. (a) The Union and the Employer recognize the right of employees to work in an environment free from sexual and personal harassment. The Employer shall take such actions as are necessary respecting an employee or an employer representative engaging in sexual or personal harassment.
(b) Sexual harassment means sexually oriented verbal or physical behaviour which an individual would reasonably find to be unwanted or unwelcome, giving consideration to all surrounding circumstances and which may detrimentally affect the work environment. Such behaviour could include, but is not limited to: - touching, patting or other physical contact; - leering; staring or the making of sexual gestures; - demands for sexual favours; - verbal abuse or threats; - unwanted sexual invitations; - physical assault of a sexual nature; - distribution or display of sexual or offensive pictures or material; - unwanted questions or comments of a sexual nature; - practical jokes of a sexual nature.
(c) Sexual harassment will often, but need not, be accompanied by an expressed or implied threat of reprisal.
(d) Both males and females can be considered to be sexually harassed by members of either sex.
(e) Personal harassment means verbal or physical behaviour that is discriminatory in nature, based upon another person's race, colour, ancestry, place of origin, political beliefs, religion, marital status, physical or mental disability, sex, age, or sexual orientation. It is discriminatory behaviour, directed at an individual, which causes substantial distress in that person and serves no legitimate work-related purpose. Such behaviour could include, but is not limited to: - physical threats or intimidation; - words, gestures, actions or practical jokes, the natural consequence of which is to humiliate, alarm or abuse another person; - distribution or display of offensive pictures or materials.
(f) To constitute harassment, behaviour may be repeated or persistent or may be a single serious incident.
(g) Personal harassment does not include actions occasioned through the exercising in good faith, of the Employer's supervisory rights and responsibilities.
Harassment Defined. Harassment is defined as unwelcome verbal, visual or physical conduct creating an intimidating, abusive, offensive, or hostile work environment that interferes with work performance. Harassment can be verbal (including derogatory comments, slurs, jokes, insults, epithets, gestures or teasing), visual (including derogatory posters, symbols, cartoons, drawings, computer displays, or e-mails) or physical conduct (including assault, impeding or blocking someone’s movement, physical interference with normal work or movement, etc.) that denigrates or shows hostility or aversion towards an individual because of any protected characteristic. Such conduct violates this policy, even if it is not unlawful. Because it is difficult to define unlawful harassment, employees are expected to behave at all times in a professional and respectful manner.
Harassment Defined. The Company and Unifor are committed to providing a harassment-free workplace. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as: gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the provincial Human Rights Code. Harassment also means any demeaning and abusive behavior of which an employee feels is offensive. All employees are expected to treat others with courtesy and consideration and to discourage harassment.
Harassment Defined. (a) The Union and the Employer recognize the right of employees to work in an environment free from sexual and personal harassment. Harassment is a form of discrimination and includes personal harassment, which is any improper behaviour by any person, which is offensive to any employee and which that person knows or ought reasonably to know is inappropriate and unwelcome. Harassment is also comprised of objectionable conduct; comment or display occurring either once or continuously that demeans, belittles or causes personal humiliation or embarrassment to an employee. The Employer and the Union will work together to ensure all members of the Employer’s organization, as well as all employees, understand their personal responsibility to promote a harassment-free and safe work environment.
(b) To constitute harassment, behaviour may be repeated or persistent or may be a single serious incident.
Harassment Defined. The Union and the Employer recognize the right of Employees to work in an environment free from sexual and personal harassment. Harassment is a form of discrimination and includes personal harassment, which is any improper behavior by any person which is offensive to any Employee and which that person knows or ought reasonably to know is inappropriate and unwelcome. Harassment is also comprised of objectionable conduct, comment or display occurring either once or continuously that demeans, belittles or causes personal humiliation or embarrassment to an Employee. The Employer and the Union will work together to ensure all members of the Employer’s organization, as well as all Employees, understand their personal responsibility to promote a harassment-free and safe work environment.
