Common use of HARASSMENT IN THE WORK PLACE Clause in Contracts

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. national representative, and if an investigation is necessary, they will meet with a senior Employer representative(s) to carry out the investigation within ten (10) working days. The issue must be handled with confidentiality, and is to be resolved within ten (10) working days of notifying the company representative. Any resolution of a harassment complaint must reflect the serious nature of such acts and send a clear signal that they will not be tolerated. Any discipline and the amount of discipline will be at the sole discretion of the company. Furthermore, the parties agree that a procedure that details a step-by-step process for filing and appealing a violence or harassment complaint will be developed between the parties no later than six (6) months after the signing of the agreement. The Unifor and the company will endeavour to resolve all violence and harassment complaints at the local level. However, if the complaint cannot be satisfactorily resolved locally or is of an extremely serious nature, then other steps may be required including the intervention of the Unifor National and/or company senior Management. In the event a bargaining unit representative receives a complaint under this article, it will be their responsibility to: (1) request the complaint be put in writing, signed by the person making the complaint and (2) will immediately notify the appropriate manager of the complaint and provide a copy of the written complaint. The above procedure will also apply if the complaint is submitted to management. The office chair or designate will be immediately notified and provided a copy of the written complaint. If the complaint is not resolved at the local level the Union National Representative will be called in to deal with the matter through joint investigation and resolution.

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- 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. national representative, and if an investigation is necessary, they will meet with a senior Employer representative(s) to carry out the investigation within ten (10) working days. The issue must be he handled with confidentiality, and is to be resolved within ten (10) working days of notifying the company representative. Any resolution of a harassment complaint must reflect the serious nature of such acts and send a clear signal that they will not be tolerated. Any discipline and the amount of discipline will be at the sole discretion of the company. Furthermore, the parties agree that a procedure that details a step-by-by- step process for filing and appealing a violence or harassment complaint will be developed between the parties no later than six (6) months after the signing of the agreement. The Unifor and the company will endeavour to resolve all violence and harassment complaints at the local level. However, if the complaint cannot be satisfactorily resolved locally or is of an extremely serious nature, then other steps may be required including the intervention of the Unifor National and/or company senior Management. In the event a bargaining unit representative receives a complaint under this article, it will be their responsibility to: (1) request the complaint be put in writing, signed by the person making the complaint and (2) will immediately notify the appropriate manager of the complaint and provide a copy of the written complaint. The above procedure will also apply if the complaint is submitted to management. The office chair or designate will be immediately notified and provided a copy of the written complaint. If the complaint is not resolved at the local level the Union National Representative will be called in to deal with the matter through joint investigation and resolution.

HARASSMENT IN THE WORK PLACE. 39:01 21.01 The employer Employer and the union Union recognize the problem of violence sexual and racial harassment in the workplace and are committed to preventing ending it. Violence and harassment 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, or 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- co-worker, whether verbal or physical, on a single or repeated basis, which humiliates, 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 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, 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 of harassment 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 's committee, human rights committee and affirmative action committee. This person could assist the harassment victim in bringing the incident(s) to the attention of the top local Union leadership. The local Union President president and the unit chairperson must contact the C.A.W. Unifor national representative, and if an investigation is necessary, they will meet with a senior Employer representative(s) to carry out the investigation within ten (10) working days. The issue must be handled with confidentiality, and is to be resolved within ten (10) working days of notifying the company Company representative. Any resolution of a harassment complaint must reflect the serious nature of such acts and send a clear signal that they will not be tolerated. Any discipline and the amount of discipline will be at the sole discretion of the companyCompany. Furthermore, the parties agree that a procedure that details a step-by-step process for filing and appealing a violence or harassment complaint will be developed between the parties no later than six (6) months after the signing of the agreement. The Unifor and the company Company will endeavour to resolve all violence and harassment complaints at the local level. However, if the complaint cannot be satisfactorily resolved locally or is of an extremely serious nature, then other steps may be required including the intervention of the Unifor National and/or company Company senior Management. In the event a bargaining unit representative receives a complaint under this article, it will be their responsibility to: (1) request the complaint be put in writing, signed by the person making the complaint and (2) will immediately notify the appropriate manager of the complaint and provide a copy of the written complaint. The above procedure will also apply if the complaint is submitted to management. The office chair or designate will be immediately notified and provided a copy of the written complaint. If the complaint is not resolved at the local level the Union National Representative will be called in to deal with the matter through joint investigation and resolution.

HARASSMENT IN THE WORK PLACE. 39:01 22.01 The employer Employer and the union Union recognize the problem of violence sexual and racial harassment in the workplace and are committed to preventing ending it. Violence and harassment 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, or 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- co-worker, whether verbal or physical, on a single or repeated basis, which humiliates, 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 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, 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 of harassment 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 's committee, human rights committee and affirmative action committee. This person could assist the harassment victim in bringing the incident(s) to the attention of the top local Union leadership. The local Union President president and the unit chairperson must contact the C.A.W. CAW national representative, and if an investigation is necessary, they will meet with a senior Employer representative(s) to carry out the investigation within ten (10) working days. The issue must be handled with confidentiality, and is to be resolved within ten (10) working days of notifying the company Company representative. Any resolution of a harassment complaint must reflect the serious nature of such acts and send a clear signal that they will not be tolerated. Any discipline and the amount of discipline will be at the sole discretion of the companyCompany. Furthermore, the parties agree that a procedure that details a step-by-step process for filing and appealing a violence or harassment complaint will be developed between the parties no later than six (6) months after the signing of the agreement. The Unifor C.A.W. and the company Company will endeavour to resolve all violence and harassment complaints at the local level. However, if the complaint cannot be satisfactorily resolved locally or is of an extremely serious nature, then other steps may be required including the intervention of the Unifor C.A.W. National and/or company Company senior Management. In the event a bargaining unit representative receives a complaint under this article, it will be their responsibility to: management. (1a) request the complaint be put in writing, signed Investigation/Resolution Deemed Unsatisfactory by the person making the complaint and (2) will immediately notify the appropriate manager of the complaint and provide a copy of the written complaint. The above procedure will also apply if the complaint is submitted to management. The office chair or designate will be immediately notified and provided a copy of the written complaint. If the complaint is not resolved at the local level the Union National Representative will be called in to deal with the matter through joint investigation and resolution.Complainant