Harassment in the Workplace. The Union and the Employer recognize the right of employees to work in an environment free from personal and sexual harassment ("Harassment"), and the Employer shall take such actions as are necessary respecting an employee engaging in Harassment in the workplace.
Harassment in the Workplace. The Union and the Company recognize the problem of sexual and racial 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 on any of these grounds can be made the basis of 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;
Harassment in the Workplace. 3A:01 The parties agree that harassment will not be tolerated in the workplace. In the event an allegation of harassment is reported, the Union committee and the Management committee will meet as soon as possible to discuss and investigate the matter fully. All complaints will be handled with the utmost tact and timeliness, (1st meeting no later than two working days).
3A:02 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. All employees are expected to treat others with dignity and respect and to discourage harassment. The workplace is defined as any Company facility and includes areas such as offices, shop floors, restrooms, 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, innuendos, gestures or taunting about a person's body, disability, attire, or gender, racial or ethnic background, 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 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 is not intended to undermine the dignity of the individual. Neither is this policy meant to inhibit free speech or interfere with normal social relations.
3:02 The issue must be handled with confidentiality and the investigation is to be completed within ten (10) working days from the date of meeting between the unit Chairperson and the Manager and\or designates. Because of the sensi...
Harassment in the Workplace. FOR UNIONIZED EMPLOYEES WHEREAS all pension and benefits issues of the kind described in Section 138 of the Canada Marine Act have been resolved, with the sole exception of the employee pension contribution issue; AND WHEREAS the parties, without prejudice to their respective positions and interpretations, are desirous of settling this final issue without resorting to arbitration; THEREFORE IT IS AGREED AS FOLLOWS:
Harassment in the Workplace. (a) The Employer and the Union are committed to providing a positive environment for staff. All individuals have the right to be treated with respect and dignity, consistent with Extendicare’s values. Each individual has the right to work in an atmosphere which promotes respectful interactions and is free from discrimination, harassment and aggression.
(b) Harassment is restricted to any grounds prohibited by the Ontario Human Rights Code.
(c) Harassment is defined as a course of unwelcome comment or conduct that is known or ought reasonably to be known to be vexatious. Every person who is a staff member has the right to freedom from harassment in the workplace by the Employer or any other person because of race, ancestry, place of origin, colour, ethnic origin, citizenship, religion, creed, sex, age, record of offence, marital status, family status, handicap or sexual orientation.
(d) The following examples could be considered as harassment but are not meant to cover all potential incidents: Name calling Racial slurs or joke Mimicking a person’s accent or mannerisms Offensive posters or pictures on paper Repeated sexual remarks Physical contact that could be perceived as degrading Sexual flirtation, advances, propositions Leering Comments about a person’s sex life Innuendo, gestures or taunting Talking about a person’s body, disability, attire or sex
Harassment in the Workplace. (a) The Employer and the Union are committed to providing a positive environment for staff. All individuals have the right to be treated with respect and dignity, consistent with Extendicare’s values. Each individual has the right to work in an atmosphere which promotes respectful interactions and is free from discrimination, harassment and aggression.
(b) Harassment is restricted to any grounds prohibited by the Ontario Human Rights Code.
(c) Harassment is defined as a course of unwelcome comment or conduct that is known or ought reasonably to be known to be vexatious. Every person who is a staff member has the right to freedom from harassment in the workplace by the Employer or any other person because of race, ancestry, place of origin, colour, ethnic origin, citizenship, religion, creed, sex, age, record of offence, marital status, family status, handicap or sexual orientation.
(d) The following examples could be considered as harassment but are not meant to cover all potential incidents: Name calling Racial slurs or joke Mimicking a person’s accent or mannerisms Offensive posters or pictures on paper Repeated sexual remarks Physical contact that could be perceived as degrading Sexual flirtation, advances, propositions Leering Comments about a person’s sex life Innuendo, gestures or taunting Talking about a person’s body, disability, attire or sex
(e) Harassment is defined as deliberate gestures, comments, questions, representations, or other behaviours that ought reasonably be known to be unwelcome by the recipient and which serve no legitimate workplace purpose. For clarity, harassment does not include actions occasioned through exercising in good faith the Employer’s managerial/supervisory rights and responsibilities.
(f) Where a bargaining unit member complains of harassment by another bargaining unit member she shall bring such complaint to the attention of the Employer and the Union. The Employer and the Union will then initiate a complete and joint investigation of the complaint and report the findings back to the complainant who shall be accompanied by a Xxxxxxx. If the complaint directly or indirectly involves the complainant’s supervisor or a Xxxxxxx she may contact an alternate person in management or the Union to ensure that the complaint is handled in a discreet, confidential and timely fashion.
(g) Should the complainant not be satisfied with the Employer’s response she is entitled to file a grievance under the terms of this Collective Ag...
Harassment in the Workplace. 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 Workplace. 18.1.1 The parties to this agreement agree that harassment is unacceptable and will not be condoned in the workplace. Harassment covers a range of behaviours that may be expressed in verbal, written, physical or psychological terms. This includes sexual and racial harassment.
Harassment in the Workplace. 27.01 Harassment is not a joke. It is cruel and destructive behaviour against others that can have devastating effects. Harassment, by coworkers in particular, is contrary to our basic union principles of solidarity and equality. 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, family status, sexual preference, disability, political or religious affiliation, or place of national origin. 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 an unwelcome action by any person, in particular, by management, customer or member and/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 harassers know or ought reasonably 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 appearances or personal life, offensive written or visual actions, 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 actions, and jokes or other unwanted comments or acts. By pitting certain groups of workers, such as women or ethnic minorities against others, harassment creates a climate of intolerance and division among the membership. By eroding our unity and strength, it can weaken our effectiveness in the workplace, at the bargaining table or on the picket line. It is the responsibility of management to ensure that the workplace is free of harassment.
Harassment in the Workplace. 20.01 The Employer and the Union recognize the problem of all types of harassment in the workplace as defined in the Alberta Human Rights Code and are committed to ending it. The Employer agrees to investigate and resolve allegations of harassment in a timely manner.
20.02 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 orientation, disability, political or religious affiliation, or place of national origin. 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 the Employer 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. The experience of 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 normal channels for resolving such problems. Because of the sensitive, personal nature of harassment complaints, especially racial and sexual harassment, the victim may prefer initially to seek other assistance. This could be a Supervisor/Manager, any person, professional organization, or member of the Union who will in turn bring their complaint to the Employer. The Employer agrees to investigate allegations of harassment and will endeavour to resolve the issue in ten (10) days. 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. This also applies to any...
