Harassment & Discrimination. The local parties will determine the appropriate means of promoting an effective and meaningful way of addressing discrimination and harassment issues, which may include, but is not limited to the following: • Reviewing the hospital’s harassment policy and making joint recommendations to the Chief Nursing Officer; • Promoting a harassment free workplace where there is ‘zero tolerance’; • Ensuring that all employees are familiar with the employer’s harassment policy by identifying educational opportunities, including the orientation period for new employees; • Identifying supports and solutions to assist employees to deal with harassment and discrimination issues (i.e. Employee assistance Programs, staff supports); • Development of processes to address the accommodations/ modified work needs for nurses; • Development of assertiveness training programs.
Harassment & Discrimination. 41.01 The parties agree that there should be no discrimination or harassment in the workplace contrary to law, and that they and all employees shall cooperate in efforts to ensure that there is no inappropriate behaviour. In that regard, the parties state as follows:
(a) any employee who believes that they have been harassed or discriminated against is encouraged to report such misconduct to the Co-operative and the Union; and
(b) such reports shall be dealt with in confidence and as expeditiously as possible, respecting the dignity of the complainant and the rights of the alleged harasser to due process.
Harassment & Discrimination. 29.01 The Employer and the Union agree that any harassment and/or discrimination that is contrary to Manitoba law shall not be condoned in the workplace. Both parties shall work together in recognizing and resolving such concerns as they arise. Any employee who believes that they have been harassed and/or discriminated against is encouraged to report such misconduct to the General Manager and the Union Representative. Such reports shall be dealt with in confidence and as expeditiously as possible.
Harassment & Discrimination. 47.01 The parties hereto acknowledge that, in the work place, there shall be no discrimination, interference, restriction, coercion, intimidation, or any disciplinary action exercised or practiced with respect to an employee by reason of age, race, creed, color, national origin, religious affiliation, sex, sexual orientation, ethnic origin, family status, marital status, disability, conviction for which a pardon has been granted or membership/activity in the union.
47.02 The Employer and the Institute recognize that right of employees to work in an environment free from sexual and personal harassment and the Gallery undertakes to ensure that sexual and personal harassment will not be tolerated in the work place.
47.03 By mutual agreement, the parties may use a mediator in an attempt to settle a grievance dealing with harassment or discrimination. The selection of the mediator will be by mutual consent and the cost will be shared between the parties.
Harassment & Discrimination. 43.01 The parties agree that there should be no discrimination or harassment in the workplace contrary to law, and that they and all employees shall cooperate in efforts to ensure that there is no inappropriate behaviour. In that regard, the parties state as follows:
(a) any employee who believes that they have been harassed or discriminated against is encouraged to report such misconduct to the Co-operative and the Union; and
Harassment & Discrimination. The parties agree to promote an effective and meaningful way of addressing discrimination, harassment and violence issues through the Employer policy titled ‘Workplace Violence and Harassment Prevention Program’ dated May 12, 2011 and the applicable legislation.
Harassment & Discrimination. The local parties will determine through joint meetings the appropriate means of promoting an effective and meaningful way of addressing discrimination and harassment issues.
Harassment & Discrimination. The School of Medicine is committed to maintaining a learning environment in which all individuals are treated with respect and dignity. Concerns related to harassment, discrimination, or unwelcome conduct of a sexual nature will be handled as described in Tulane University's Equal Opportunity/Anti-Discrimination Policy. A copy of Tulane's EO/Anti-Discrimination Policy can be found at: xxxxx://xxxxxx.xxxxxx.xxx/report-claim/policies. All concerns related to harassment, discrimination, or unwelcome conduct of a sexual nature should be directed to the Office of Institutional Equity (504-862-8083) or at xxx@xxxxxx.xxx, or by submitting a concerns report at Xxxxxx.xxx/xxxxxxxx.
Harassment & Discrimination. (a) The Employer and the Union agree that discrimination and/or harassment of any employee because of colour, national origin, religion, age, marital status, sexual orientation, or disability is absolutely prohibited. Every employee has the right to work in an environment of mutual respect, free from discrimination and harassment including sexual harassment from other employees.
(b) The Employer and the Union agree to work together, under the auspices of the Prevention of Workplace Harassment Policy, to ensure that the workplace is harassment free.
(c) The Employer and the Union agree that any allegation of harassment should be dealt with in an expeditious manner, and they will encourage their respective representatives to do all they can to ensure that delays in dealing with such allegations are minimized. The process must be fair, consistent, and expeditious.
(d) The Employer recognizes the importance of the Union's involvement in this matter, and welcomes the Union's input on the Harassment Policy. The Employer undertakes to consult with the Union on a regular basis on such matters as the definition of harassment and any other aspect of the policy on which the Union has a particular viewpoint. The Employer will give every reasonable consideration to policy change proposals put forward by the Union.
(e) An employee who alleges that he/she has been subject to harassment may file a grievance pursuant to Article 27 of the Collective Agreement.
Harassment & Discrimination. 18.1.1 Discrimination, harassment, bullying, and similar behavior in the workplace will not be tolerated. If an employee believes they have been subject to these behaviors, they are encouraged to report this behavior to their supervisor and/or to their Departmental/Divisional Human Resources Office.
18.1.2 The Department/Division will investigate any complaint and take appropriate action, as necessary. If a complaint was filed, the employee will be noticed at the conclusion of an investigation of any findings.
18.1.3 The Employer will make available training on harassment and discrimination in electronic or in- person format. The training will be provided during work time to employees.
