HARASSMENT IN THE WORK PLACE. 39:01 The employer and the union recognize the problem of violence and harassment in the workplace and are committed to preventing it. Violence and harassment is not a joke. It is cruel and destructive behaviour against others that can have devastating effects. It is an expression of power and superiority by the harasser(s) over another person, usually for reasons over which the victim has little or no control. For example, but not limited to, sex, race, age, creed, colour, marital status, sexual orientation, disability, political or religious affiliation, place of national origin, etc. Harassment on any of these grounds can be made the basis of a complaint to most provincial and federal human rights commissions. Harassment can be defined as any unwelcome action by any person, in particular by management or a co- worker, whether verbal or physical, on a single or repeated basis, which humiliates, insults or degrades. “Unwelcome” or “unwanted” in this context means any actions which the harasser knows or ought to know are not desired by the victim of the harassment. Sexual harassment is any unwanted attention of a sexual nature such as remarks about appearance or personal life, offensive written or visual material like graffiti or degrading pictures, physical contact of any kind or sexual demands. Racial harassment is any action, whether verbal or physical that expresses or promotes racial hatred in the workplace such as racial slurs, written or visually offensive material, jokes or unwanted comments or acts. Violence is defined as the threat of or physical attempt to cause harm. Violence can be made the basis of a complaint as outlined in the occupational health and safety act. The experience of violence or harassment can be overwhelming for the victim. People often react with shock, humiliation and intense anger. Therefore, the victim may not always feel comfortable going through the normal channels for resolving such a problem. Because of the sensitive, personal nature of violence and harassment complaints, especially racial and sexual harassment, the victim may prefer initially to seek other assistance. This could be any local Union elected person or official, including members of the women’s committee, human rights committee and affirmative action committee. This person could assist the victim in bringing the incident(s) to the attention of the top local Union leadership. The local Union President and the unit chairperson must contact the C.A.W. nation...
HARASSMENT IN THE WORK PLACE. (a) The Union and the Employer recognize the right of employees to work in an environment free from sexual harassment and the Employer undertakes, where appropriate, to discipline any person employed by the Employer engaging in sexual harassment in the work place.
(b) Sexual Harassment
(1) a person in authority asking an employee for sexual favours in return for being hired or receiving promotions or other employment benefits;
(2) sexual advances with actual or implied work related consequences;
(3) unwelcome remarks, questions, jokes or innuendo of a sexual nature; including sexist comments or sexual invitations;
(4) verbal abuse, intimidation, or threats or a sexual nature
(5) leering, staring or making sexual gestures
(6) display of pornographic or other sexual materials;
(7) offensive pictures, graffiti, cartoons or sayings;
(8) unwanted physical contact such as touching, patting, pinching, hugging;
(9) physical assault of a sexual nature. This definition of sexual harassment is not meant to inhibit interactions or relationships based on mutual consent or normal social contact between employees.
(1) An employee who wishes to initiate a complaint arising from alleged sexual harassment, may request assistance from a supervisor, manager, Union xxxxxxx, Human Resources Officer or other contact person, to informally resolve the matter. If this results in a satisfactory resolution to the complainant the matter will be deemed to be resolved.
(2) Where the informal process fails to resolve the matter to the complainant's satisfaction an employee may file a formal complaint in writing within one (1) year of the latest alleged occurrence through the Union directly to the Chief Executive Officer. In the circumstance that the Chief Executive Officer is the subject of the allegation the formal complaint may be filed with the Chairperson of the Board of Commissioners. Complaints of this nature shall be treated in strict confidence by both Union and the Employer.
(3) An alleged offender shall be given notice of the substance of such a complaint under this clause and shall be given notice of and be entitled to attend, participate in and be represented at any hearing under this clause.
(4) The Director, Personnel and Labour Relations shall investigate the complaint and shall submit a report in writing to the Chief Executive Officer as soon as possible, but within thirty
HARASSMENT IN THE WORK PLACE. Harassment is not a joke. It is a cruel and destructivebehavior against others that can have devastating effects. Harassment by coworkers and/or is contrary to our basic principles of equality.
HARASSMENT IN THE WORK PLACE. (a) The Employer, in cooperation with the Union, will promote a work environment that is free from harassment of any kind where employees are treated with respect and dignity. Harassment between employees, supervisor (a person in position of authority) to employee, and/or employee to supervisor (a person in position of authority), will not be tolerated in the work place.
(b) Sexual harassment is one form of harassment and discrimination which is defined as unwelcome sexual advances or requests for favours which will influence a decision to alter the terms and conditions of employment of an individual who submits to or rejects such advances; and/or any unwelcome sexual conduct that creates an intimidating, hostile, or offensive working environment.
(c) This clause does not preclude an employee from filing a complaint under Section 13 of the B.C. Human Rights code.
(d) An employee filing a complaint that could be considered frivolous, vindictive, and/or vexatious in nature may be subject to disciplinary action. Disciplinary action taken may be grieved pursuant to Article 8 – Grievances.
HARASSMENT IN THE WORK PLACE. The Corporation and agree that Broadcast Journalists must be able to perform their functions free of harassment without the fear of reprisal. The Parties will establish a Joint to review the Management Policy on this matter for the express purpose of discussing its application to Broadcast Journalists.
HARASSMENT IN THE WORK PLACE. A501 The Corporation and the Performers Guild agree that Performers must be able to
HARASSMENT IN THE WORK PLACE. The Corporation and agree that Writers must be able to perform their functions free of harassment without the of reprisal. The Parties will establish a Joint Committee to review the Management Policy on this matter for the express of discussing its application to Writers.
HARASSMENT IN THE WORK PLACE. A501 The Corporation and ACTRA agree that Performers must be able to perform their functions free of harassment without the fear of reprisal. The Parties will establish a Joint Committee to review the Management Policy on this matter for the express purpose of discussing its application to Performers.
HARASSMENT IN THE WORK PLACE. 31:01 The Union and the Company recognize the problem of harassment in the workplace and are committed to ending it. Harassment is not a joke. It is cruel and destructive behaviour against others that can have devastating effects. It is an expression of perceived power and superiority by the harasser(s) over another person, usually for reasons over which the victim has little or no control: sex, race, age, creed, colour, marital status, sexual preference, disability, political or religious affiliation, or place of national origin. Harassment can be defined as any unwelcome action by any person, whether verbal or physical, on a single or repeated basis, which humiliates, insults or degrades.
HARASSMENT IN THE WORK PLACE. The Corporation and agree that Performers must be able t o perform their functions free of harassment without the fear The Parties will establish a Joint Committee to review the Management Policy on this matter for the express purpose of discussing its application t o Performers.
