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 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.
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.
Harassment in the Workplace. (a) 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. (First meeting no later than two working days.)
Harassment in the Workplace. FOR UNIONIZED EMPLOYEES Please refer to the Corporation's policy regarding harassment and workplace violence APPENDIX “H” December 12, 1998 Letter of Understanding 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. 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.
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. 5.01 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.
Harassment in the Workplace. 26.1 The Union and the Employer have a shared interest in:
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.
