Common use of Harassment Defined Clause in Contracts

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. The Company and Unifor the CAW 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 is not: Harassment is in no way to be construed a properly discharged supervisory responsibilities, including the delegation of work assignments, the assessment of discipline or any conduct that does not undermine the dignity of the individual. Neither is this policy meant to inhibit free speech or interfere with normal social relations.

Harassment Defined. The Company and Unifor the CAW 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 is not: Harassment is in no way to be construed a properly discharged supervisory responsibilities, including the delegation of work assignments, the assessment of discipline or any conduct that does not undermine the dignity of the individual. Neither is this policy meant to inhibit free speech or interfere with normal social relations.

Harassment Defined. The Company and Unifor are committed to providing a harassmentharass- ment-free workplace. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably reason- ably be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as: gender, disabilitydisabil- ity, 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 em- ployee feels is offensive. All employees are expected to treat others with courtesy and consideration and to discourage harassmentha- rassment. The workplace is defined as any Company facility, vehicles, and includes areas such as offices, shop floors, rest rooms, cafeteriascafe- terias, 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 orientationorienta- tion, citizenship or ancestry; • Practical jokes, pushing, shoving, etc., which cause awkwardness awk- wardness or embarrassment; • Posting or circulation of offensive photos or visual materialsmateri- als; • Refusal to work or converse with an employee because of their racial background or gender, etc. • Unwanted physical conduct such as touching, patting, pinching pinch- ing etc. • Condescension or paternalism which undermines self-respectre- spect; • Backlash or retaliation for the lodging of a complaint or participation par- ticipation in an investigation.. Harassment is not: Harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments, the assessment of discipline or any conduct that does not undermine the dignity of the individual. Neither is this policy meant to inhibit free speech or interfere with normal social relations. Filing a complaint If an employee believes he/she has been harassed and/or dis- criminated against on the basis of any prohibited ground of dis- crimination, there are specific actions that may be taken to put a stop to it:

Harassment Defined. The Company and Unifor are committed to providing a harassmentharass- ment-free workplace. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably reason- ably be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as: gender, disabilitydisabil- ity, 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 em- ployee feels is offensive. All employees are expected to treat others with courtesy and consideration and to discourage harassmentha- rassment. The workplace is defined as any Company facility, vehicles, and includes areas such as offices, shop floors, rest rooms, cafeteriascafe- terias, 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 orientationorienta- tion, citizenship or ancestry; • Practical jokes, pushing, shoving, etc., which cause awkwardness awk- wardness 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 pinch- ing etc. • Condescension or paternalism which undermines self-respectre- spect; • Backlash or retaliation for the lodging of a complaint or participation par- ticipation in an investigation.. Harassment is not: Harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments, the assessment of discipline or any conduct that does not undermine the dignity of the individual. Neither is this policy meant to inhibit free speech or interfere with normal social relations. Filing a complaint If an employee believes he/she has been harassed and/or dis- criminated against on the basis of any prohibited ground of dis- crimination, there are specific actions that may be taken to put a stop to it:

Harassment Defined. The Company and Unifor are committed to providing a harassmentharass- ment-free workplace. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably reason- ably be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as: gender, disabilitydisabil- ity, race, colour, sexual orientation or other prohibited grounds, as stated in the provincial Human Rights Code. Harassment also means any demeaning and abusive behaviour behavior of which an employee em- ployee feels is offensive. All employees are expected to treat others with courtesy and consideration and to discourage harassmentha- rassment. The workplace is defined as any Company facility, vehicles, and includes areas such as offices, shop floors, rest rooms, cafeteriascafe- terias, 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 taunt- ing about a person’s body, disability, attire or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientationorien- tation, citizenship or ancestry; • Practical jokes, pushing, shoving, etc., which cause awkwardness awk- wardness or embarrassment; • Posting or circulation of offensive photos or visual materialsmateri- als; • Refusal to work or converse with an employee because of their racial background or gender, etc. • Unwanted physical conduct such as touching, patting, pinching pinching, etc. .; • Condescension or paternalism which undermines self-respectself- re- spect; • Backlash or retaliation for the lodging of a complaint or participation in an investigation.. Harassment is not: • Harassment is in no way to be construed a properly dis- charged supervisory responsibilities, including the dele- gation of work assignments, the assessment of discipline or any conduct that does not undermine the dignity of the individual. • Neither is this policy meant to inhibit free speech or inter- fere with normal social relations. Filing a complaint If an employee believes he/she has been harassed and/or dis- criminated against on the basis of any prohibited ground of dis- crimination, there are specific actions that may be taken to put a stop to it:

Harassment Defined. The Company and Unifor the CAW 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 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 '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; • April to March Collective Agreement Xxxxxx Transportation and CAW Locals I4050 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-self- respect; • Backlash or retaliation for the lodging of a complaint or participation in an investigation.. Harassment is not: Harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments, the assessment of discipline or any conduct that does not undermine the dignity of the individual. Neither is this policy meant to inhibit free speech or interfere with normal social relations. Filing a Complaint If an employee believes has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be taken to put a stop to it: Request a stop of the unwanted behaviour; Inform the individual that is doing the harassing or the discriminating against you that the behaviour is unwanted and unwelcome; Document the events, complete with times, dates, location, witnesses and details; April to March Collective Agreement Xxxxxx Transportation and CAW Locals I4050 Report the incident to person. However, it is also understood that some victims of discrimination or harassment are reluctant to confront their harasser, or they may fear reprisals, lack of support from their work group, or disbelief by their supervisor or others. In this event, the victim may seek assistance by reporting the incident directly to any Union representative Company official. The Joint Human Rights Committee shall be comprised of two (2) persons selected by the Company and two (2) persons selected by the Union. Each side shall select one

Harassment Defined. The Company and Unifor the CAW 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 '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 is not: Harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments, the assessment of discipline or any conduct that does not undermine the dignity of the individual. Neither is this policy meant to inhibit free speech or interfere with normal social relations. Agreement between Xxxxxxxx Moving and Storage and CAW Filing a Complaint If an employee believes has been harassed discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be taken to put a stop to it: Request a stop of the unwanted behaviour; Inform the individual that is doing the harassing or the discriminating against you that the behaviour is unwanted and unwelcome; Document the events, complete with times, dates, location, witnesses and details; Report the incident to person. However, it is also understood that some victims of discrimination or harassment are reluctant to confront their harasser, or they may fear reprisals, lack of support from their work group, or disbelief by their supervisor or others. In this event, the victim may seek assistance by reporting the incident directly to any Union official. The Joint Human Rights Committee shall be comprised of two (2) persons selected by the Company and two (2) persons selected by the Union. Each side shall select one (1) female. The Committee shall meet as required. Investigation Upon receipt of the complaint, the person contacted will immediately inform their Union or Company counterpart and together they will then the employee and advise the employee if the complaint can be resolved immediately or if the complaint should be formalized in writing. Properly completed copies of this complaint will be forwarded to the Company and the Union. A formal investigation of the complaint will then begin by the Company and the Union or their designates, the alleged harasser, witnesses and other persons names in the complaint. Any related documents may also be reviewed. Resolution The Company and the Union, or their designates, will then complete a report on the findings of the investigation. The Company and the Union or their designates will make a determination on an appropriate resolution, in an attempt to resolve within ten (10) days and ensure the resolution is fair and consistent with the intent of the Company and National CAW policy regarding discrimination and harassment in the workplace. At the conclusion of this step, the complaint, if unresolved, will be inserted into the third step of the grievance procedure for resolution. In the event that the complaint is not resolved by the parties at the third step of the grievance procedure, it may be appealed to arbitration in accordance with the provisions of the Collective Agreement. The Parties complaints should not be pursued through both the grievance procedure and the Human Rights Complaint procedure. The pursuit of frivolous allegations through the Human Rights Complaint Procedure has a detrimental effect on the spirit and intent for which this policy was rightfully developed and should be discouraged. All documentation is to be secured in a location agreeable to all parties. All employees have the right to file a complaint with the provincial Human Rights Commission and to seek redress under the Human Rights Code.

Harassment Defined. The Company and Unifor the CAW 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 behavior 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-self- respect; •  Backlash or retaliation for the lodging of a complaint or participation in an investigation.. Harassment is not: Harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments, the assessment of discipline or any conduct that does not undermine the dignity of the individual. Neither is this policy meant to inhibit free speech or interfere with normal social relations. Filing a complaint If an employee believes he/she has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be taken to put a stop to it:

Harassment Defined. The Company and Unifor the CAW 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 is not: Harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments, the assessment of discipline or any conduct that does not undermine the dignity of the individual. Neither is this policy meant to inhibit free speech or interfere with normal social relations.

Harassment Defined. The Company and Unifor are committed to providing a harassmentharass- ment-free workplace. Harassment is defined as a “course of vexatious vex- atious 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 em- ployee feels is offensive. All employees are expected to treat others with courtesy and consideration and to discourage harassmentha- rassment. The workplace is defined as any Company facility, vehicles, and includes areas such as offices, shop floors, rest rooms, cafeteriascafe- terias, 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 taunt- ing about a person’s body, disability, attire or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientationorien- tation, citizenship or ancestry; • ● Practical jokes, pushing, shoving, etc., which cause awkwardness awk- wardness or embarrassment; • ● Posting or circulation of offensive photos or visual materialsmateri- als; • ● 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-respectre- spect; • ● Backlash or retaliation for the lodging of a complaint or participation in an investigation. Harassment is not: ● Harassment is in no way to be construed a properly dis- charged supervisory responsibilities, including the delega- tion of work assignments, the assessment of discipline or any conduct that does not undermine the dignity of the indi- vidual. ● Neither is this policy meant to inhibit free speech or inter- fere with normal social relations. Filing a complaint If an employee believes he/she has been harassed and/or dis- criminated against on the basis of any prohibited ground of dis- crimination, there are specific actions that may be taken to put a stop to it: ● Request a stop of the unwanted behaviour; ● Inform the individual that is doing the harassing or the dis- criminating against you that the behaviour is unwanted and unwelcome; ● Document the events, complete with times, dates, location, witnesses and details; ● Report the incident to Supervisor/Committee person. However, it is also understood that some victims of discrimina- tion or harassment are reluctant to confront their harasser, or they may fear reprisals, lack of support from their work group, or disbelief by their supervisor or others. In this event, the vic- xxx xxx seek assistance by reporting the incident directly to any Union representative/Company official. The Joint Human Rights Committee shall be comprised of two (2) persons selected by the Company and two (2) persons selected by the Union. Each side shall select one female. The Committee shall meet at least quarterly or more frequently as required.

Harassment Defined. The Company and Unifor are committed to providing a harassmentharass- ment-free workplace. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably reason- ably be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as: gender, disabilitydisabil- ity, 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 em- ployee feels is offensive. All employees are expected to treat others with courtesy and consideration and to discourage harassmentha- rassment. The workplace is defined as any Company facility, vehicles, and includes areas such as offices, shop floors, rest rooms, cafeteriascafe- terias, 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 taunt- ing about a person’s body, disability, attire or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientationorien- tation, citizenship or ancestry; • Practical jokes, pushing, shoving, etc., which cause awkwardness awk- wardness or embarrassment; • Posting or circulation of offensive photos or visual materialsmateri- als; • 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-respectre- spect; • Backlash or retaliation for the lodging of a complaint or participation in an investigation.. Harassment is not: • Harassment is in no way to be construed a properly dis- charged supervisory responsibilities, including the dele- gation of work assignments, the assessment of discipline or any conduct that does not undermine the dignity of the individual. • Neither is this policy meant to inhibit free speech or inter- fere with normal social relations. Filing a complaint If an employee believes he/she has been harassed and/or dis- criminated against on the basis of any prohibited ground of dis- crimination, there are specific actions that may be taken to put a stop to it:

Harassment Defined. The Company and Unifor are committed to providing a harassmentharass- ment-free workplace. Harassment is defined as a “course of vexatious vex- atious 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 em- ployee feels is offensive. All employees are expected to treat others with courtesy and consideration and to discourage harassmentha- rassment. The workplace is defined as any Company facility, vehicles, and includes areas such as offices, shop floors, rest rooms, cafeteriascafe- terias, 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 taunt- ing about a person’s body, disability, attire or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientationorien- tation, citizenship or ancestry; • Practical jokes, pushing, shoving, etc., which cause awkwardness awk- wardness or embarrassment; • Posting or circulation of offensive photos or visual materialsmateri- als; • Refusal to work or converse with an employee because of their racial background or gender, etc. • Unwanted physical conduct such as touching, patting, pinching pinching, etc. • Condescension or paternalism which undermines self-respectre- spect; • Backlash or retaliation for the lodging of a complaint or participation in an investigation. Harassment is not: • Harassment is in no way to be construed a properly dis- charged supervisory responsibilities, including the dele- gation of work assignments, the assessment of discipline or any conduct that does not undermine the dignity of the individual. • Neither is this policy meant to inhibit free speech or inter- fere with normal social relations. Filing a complaint If an employee believes he/she has been harassed and/or dis- criminated against on the basis of any prohibited ground of dis- crimination, there are specific actions that may be taken to put a stop to it: • Request a stop of the unwanted behaviour; • Inform the individual that is doing the harassing or the dis- criminating against you that the behaviour is unwanted and unwelcome; • Document the events, complete with times, dates, location, witnesses and details; • Report the incident to Supervisor/Committee person. However, it is also understood that some victims of discrimin- ation or harassment are reluctant to confront their harasser, or they may fear reprisals, lack of support from their work group, or disbelief by their supervisor or others. In this event, the vic- xxx xxx seek assistance by reporting the incident directly to any Union representative/Company official. The Joint Human Rights Committee shall be comprised of two (2) persons selected by the Company and two (2) persons selected by the Union. Each side shall select one female. The Committee shall meet at least quarterly or more frequently as required.

Harassment Defined. The Company and Unifor the CAW are committed to providing a harassmentha- rassment-free workplace. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably reason- ably be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as: gender, disabilitydisabil- ity, race, colour, sexual orientation or other prohibited grounds, as stated in the provincial Human Rights Code. Harassment also means any demeaning and abusive behaviour behavior of which an employee em- ployee feels is offensive. All employees are expected to treat others with courtesy and consideration and to discourage harassmentha- rassment. The workplace is defined as any Company facility, vehicles, and includes areas such as offices, shop floors, rest rooms, cafeteriascafe- terias, 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 taunt- ing about a person’s body, disability, attire or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientationorien- tation, citizenship or ancestry; • Practical jokes, pushing, shoving, etc., which cause awkwardness awk- wardness or embarrassment; • Posting or circulation of offensive photos or visual materialsmateri- als; • 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-respectre- spect; • Backlash or retaliation for the lodging of a complaint or participation in an investigation. Harassment is not: • Harassment is in no way to be construed a properly dis- charged supervisory responsibilities, including the delega- tion of work assignments, the assessment of discipline or any conduct that does not undermine the dignity of the indi- vidual. • Neither is this policy meant to inhibit free speech or inter- fere with normal social relations. Filing a complaint If an employee believes he/she has been harassed and/or dis- criminated against on the basis of any prohibited ground of dis- crimination, there are specific actions that may be taken to put a stop to it: • Request a stop of the unwanted behavior; • Inform the individual that is doing the harassing or the dis- criminating against you that the behavior is unwanted and unwelcome; • Document the events, complete with times, dates, location, witnesses and details; • Report the incident to Supervisor/Committee person. However, it is also understood that some victims of discrimina- tion or harassment are reluctant to confront their harasser, or they may fear reprisals, lack of support from their work group, or disbelief by their supervisor or others. In this event, the vic- xxx xxx seek assistance by reporting the incident directly to any Union representative/Company official. The Joint Human Rights Committee shall be comprised of two (2) persons selected by the Company and two (2) persons selected by the Union. Each side shall select one female. The Committee shall meet at least quarterly or more frequently as required.

Harassment Defined. The Company and Unifor the Union 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, ancestry, place of origin, national origin, political belief, religion, marital status, social condition, family status, physical or mental disability, sex, sexual orientation orientation, or other prohibited grounds, age as stated in the provincial New Brunswick Human Rights Code. Harassment also means any demeaning and abusive behaviour of which an employee feels is offensive. All employees Employees are expected to treat others with courtesy and consideration and to discourage harassment. Harassment includes abusive and demeaning conduct. The workplace is defined as any Company facility, vehicles, the client site 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 unwelcome remarks, bullying jokes, innuendoes, gestures or taunting about a person’s 's body, disability, attire or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenship or ancestry; • Practical practical jokes, pushing, shoving, etc., which cause awkwardness or embarrassment; • Posting posting or circulation of offensive photos or visual materials; • Refusal refusal to work or converse with an employee Employee because of their racial background or gender, etc. • Unwanted unwanted physical conduct such as touching, patting, pinching pinching, etc. • Condescension condescension or paternalism which undermines self-respect; • Backlash backlash or retaliation for the lodging of a complaint or participation in an investigation.

Harassment Defined. The Company and Unifor the CAW 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 behavior 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 is not: Harassment is in no way to be construed a properly discharged supervisory responsibilities, including the delegation of work assignments, the assessment of discipline or any conduct that does not undermine the dignity of the individual. Neither is this policy meant to inhibit free speech or interfere with normal social relations.

Harassment Defined. The Company and Unifor the Union 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, ancestry, place of origin, political belief, religion, marital status, family status, physical or mental disability, sex, sexual orientation orientation, or other prohibited grounds, age or because that person has been convicted of a criminal or summary conviction offense that is unrelated to the employment as stated in the provincial British Columbia 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. Harassment includes abusive and demeaning conduct. The workplace is defined as any Company facility, vehicles, facility 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 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 practical jokes, pushing, shoving, etc., which cause awkwardness or embarrassment; • Posting posting or circulation of offensive photos or visual materials; • Refusal refusal to work or converse with an employee because of their racial background or gender, etc. • Unwanted unwanted physical conduct such as touching, patting, pinching pinching, etc. • Condescension condescension or paternalism which undermines self-respect; • Backlash backlash or retaliation for the lodging of a complaint or participation in an investigation.

Harassment Defined. The Company and Unifor the CAW are committed to providing a harassmentha- rassment-free workplace. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably reason- ably be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as: gender, disabilitydisabil- ity, race, colour, sexual orientation or other prohibited grounds, as stated in the provincial Human Rights Code. Harassment also means any demeaning and abusive behaviour behavior of which an employee em- ployee feels is offensive. All employees are expected to treat others with courtesy and consideration and to discourage harassmentha- rassment. The workplace is defined as any Company facility, vehicles, and includes areas such as offices, shop floors, rest rooms, cafeteriascafe- terias, 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: • c Unwelcome remarks, jokes, innuendoes, gestures or taunting taunt- ing about a person’s body, disability, attire or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientationorien- tation, citizenship or ancestry; • c Practical jokes, pushing, shoving, etc., which cause awkwardness awk- wardness or embarrassment; • c Posting or circulation of offensive photos or visual materialsmateri- als; • c Refusal to work or converse with an employee because of their racial background or gender, etc. • c Unwanted physical conduct such as touching, patting, pinching etc. • c Condescension or paternalism which undermines self-respectre- spect; • c Backlash or retaliation for the lodging of a complaint or participation in an investigation. Harassment is not: c Harassment is in no way to be construed a properly dis- charged supervisory responsibilities, including the delega- tion of work assignments, the assessment of discipline or any conduct that does not undermine the dignity of the indi- vidual. c Neither is this policy meant to inhibit free speech or inter- fere with normal social relations. Filing a complaint If an employee believes he/she has been harassed and/or dis- criminated against on the basis of any prohibited ground of dis- crimination, there are specific actions that may be taken to put a stop to it: c Request a stop of the unwanted behavior; c Inform the individual that is doing the harassing or the dis- criminating against you that the behavior is unwanted and unwelcome; c Document the events, complete with times, dates, location, witnesses and details; c Report the incident to Supervisor/Committee person. However, it is also understood that some victims of discrimina- tion or harassment are reluctant to confront their harasser, or they may fear reprisals, lack of support from their work group, or disbelief by their supervisor or others. In this event, the vic- xxx xxx seek assistance by reporting the incident directly to any Union representative/Company official. The Joint Human Rights Committee shall be comprised of two (2) persons selected by the Company and two (2) persons selected by the Union. Each side shall select one female. The Committee shall meet at least quarterly or more frequently as required.

Harassment Defined. The Company and Unifor are committed to providing a harassmentharass- ment-free workplace. Harassment is defined as a “course of vexatious vex- atious 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 em- ployee feels is offensive. All employees are expected to treat others with courtesy and consideration and to discourage harassmentha- rassment. The workplace is defined as any Company facility, vehicles, and includes areas such as offices, shop floors, rest rooms, cafeteriascafe- terias, 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 taunt- ing about a person’s body, disability, attire or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientationorien- tation, citizenship or ancestry; • Practical jokes, pushing, shoving, etc., which cause awkwardness awk- wardness or embarrassment; • Posting or circulation of offensive photos or visual materialsmateri- als; • 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-respectre- spect; • Backlash or retaliation for the lodging of a complaint or participation in an investigation.. Harassment is not: • Harassment is in no way to be construed a properly dis- charged supervisory responsibilities, including the delega- tion of work assignments, the assessment of discipline or any conduct that does not undermine the dignity of the indi- vidual. • Neither is this policy meant to inhibit free speech or inter- fere with normal social relations. Filing a complaint If an employee believes he/she has been harassed and/or dis- criminated against on the basis of any prohibited ground of dis- crimination, there are specific actions that may be taken to put a stop to it:

Harassment Defined. The Company and Unifor are committed to providing a harassmentharass- ment-free workplace. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably reason- ably be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as: gender, disabilitydisabil- ity, race, colour, sexual orientation or other prohibited grounds, as stated in the provincial Human Rights Code. Harassment also means any demeaning and abusive behaviour behavior of which an employee em- ployee feels is offensive. All employees are expected to treat others with courtesy and consideration and to discourage harassmentha- rassment. The workplace is defined as any Company facility, vehicles, and includes areas such as offices, shop floors, rest rooms, cafeteriascafe- terias, 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 orientationorienta- tion, citizenship or ancestry; • Practical jokes, pushing, shoving, etc., which cause awkwardness awk- wardness or embarrassment; • Posting or circulation of offensive photos or visual materialsmateri- als; • Refusal to work or converse with an employee because of their racial background or gender, etc. • Unwanted physical conduct such as touching, patting, pinching pinch- ing, etc. .; • Condescension or paternalism which undermines self-respectre- spect; • Backlash or retaliation for the lodging of a complaint or participation par- ticipation in an investigation.. Harassment is not: • Harassment is in no way to be construed a properly dis- charged supervisory responsibilities, including the delega- tion of work assignments, the assessment of discipline or any conduct that does not undermine the dignity of the in- dividual. • Neither is this policy meant to inhibit free speech or interfere with normal social relations. Filing a complaint If an employee believes he/she has been harassed and/or dis- criminated against on the basis of any prohibited ground of dis- crimination, there are specific actions that may be taken to put a stop to it:

Harassment Defined. The Company and Unifor are committed to providing a harassmentharass- ment-free workplace. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably reason- ably be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as: gender, disabilitydisabil- ity, 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 em- ployee feels is offensive. All employees are expected to treat others with courtesy and consideration and to discourage harassmentha- rassment. The workplace is defined as any Company facility, vehicles, and includes areas such as offices, shop floors, rest rooms, cafeteriascafe- terias, 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 orientationorienta- tion, citizenship or ancestry; • Practical jokes, pushing, shoving, etc., which cause awkwardness awk- wardness or embarrassment; • Posting or circulation of offensive photos or visual materialsmateri- als; • Refusal to work or converse with an employee because of their racial background or gender, etc. • Unwanted physical conduct such as touching, patting, pinching pinch- ing, etc. .; • Condescension or paternalism which undermines self-respectre- spect; • Backlash or retaliation for the lodging of a complaint or participation par- ticipation in an investigation.. Harassment is not: • Harassment is in no way to be construed a properly dis- charged supervisory responsibilities, including the delega- tion of work assignments, the assessment of discipline or any conduct that does not undermine the dignity of the in- dividual. • Neither is this policy meant to inhibit free speech or interfere with normal social relations. Filing a complaint If an employee believes he/she has been harassed and/or dis- criminated against on the basis of any prohibited ground of dis- crimination, there are specific actions that may be taken to put a stop to it:

Harassment Defined. The Company and Unifor are committed to providing a harassmentharass- ment-free workplace. Harassment is defined as a “course of vexatious vex- atious 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 em- ployee feels is offensive. All employees are expected to treat others with courtesy and consideration and to discourage harassmentha- rassment. The workplace is defined as any Company facility, vehicles, and includes areas such as offices, shop floors, rest rooms, cafeteriascafe- terias, 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 taunt- ing about a person’s body, disability, attire or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientationorien- tation, citizenship or ancestry; • Practical jokes, pushing, shoving, etc., which cause awkwardness awk- wardness or embarrassment; • Posting or circulation of offensive photos or visual materialsmateri- als; • Refusal to work or converse with an employee because of their racial background or gender, etc. • Unwanted physical conduct such as touching, patting, pinching pinching, etc. • Condescension or paternalism which undermines self-respectre- spect; • Backlash or retaliation for the lodging of a complaint or participation in an investigation. Harassment is not: • Harassment is in no way to be construed a properly dis- charged supervisory responsibilities, including the delega- tion of work assignments, the assessment of discipline or any conduct that does not undermine the dignity of the indi- vidual. • Neither is this policy meant to inhibit free speech or inter- fere with normal social relations. Filing a complaint If an employee believes he/she has been harassed and/or dis- criminated against on the basis of any prohibited ground of dis- crimination, there are specific actions that may be taken to put a stop to it: • Request a stop of the unwanted behaviour; • Inform the individual that is doing the harassing or the dis- criminating against you that the behaviour is unwanted and unwelcome; • Document the events, complete with times, dates, location, witnesses and details; • Report the incident to Supervisor/Committee person. However, it is also understood that some victims of discrimina- tion or harassment are reluctant to confront their harasser, or they may fear reprisals, lack of support from their work group, or disbelief by their supervisor or others. In this event, the vic- xxx xxx seek assistance by reporting the incident directly to any Union representative/Company official. The Joint Human Rights Committee shall be comprised of two (2) persons selected by the Company and two (2) persons selected by the Union. Each side shall select one female. The Committee shall meet at least quarterly or more frequently as required.

Harassment Defined. The Company and Unifor the CAW 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 behavior 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 is not: Harassment is in no way to be construed a properly discharged supervisory responsibilities, including the delegation of work assignments, the assessment of discipline or any conduct that does not undermine the dignity of the individual. Victoria

Harassment Defined. The Company and Unifor the CAW 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 Canadian Human Rights CodeAct. 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 is not: Harassment is in no way to be construed a properly discharged supervisory responsibilities, including the delegation of work assignments, the assessment of discipline or any conduct that does not undermine the dignity of the individual. Neither is this policy meant to inhibit free speech or interfere with normal social relations.