Common use of Harassment in the Workplace Clause in Contracts

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 and all harassment in the workplace.

Harassment in the Workplace. 20.01 7.01 The Employer Union and the Union Company recognize the problem of all types of sexual and racial 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 Cruel and destructive behaviour against others that can have devastating effects. It is an expression of perceived power and superiority by the harasser(s) harasser over another person, usually for reasons over which the victim has little or no control: sex, race, age, creed, colour, marital status, sexual orientationpreference, 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 of physical, on a single or repeated basis, which humiliates, insults, insults or degrades. "Unwelcome" or "unwanted" in this context means any actions actions, which the harasser knows or ought to know 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 actions like graffiti or degrading pictures, physical contact of any kind, kind or sexual demands. Racial harassment is any action, action whether verbal or physical that expresses or promotes racial hatred in the workplace such as racial slurs, written or visually offensive materialactions, jokes, jokes or other unwanted comments or acts. The experience of harassment can be overwhelming for the victim. People often react with shock, humiliation, and intense anger. Therefore Therefore, the victim of harassment may not always feel comfortable going through the normal channels for resolving such problemsa problem. Because A Joint Committee consisting of two (2) members of the sensitiveShop Committee (one (1) of whom shall be the Plant Chairperson, personal nature who in turn will notify the Unifor National Representative) and two (2) members from the Company (one (1) of whom shall be the Director, Human Resources) will be established to deal with harassment issues. In the event an allegation of harassment complaintsis reported the Joint Committee will meet within two (2) working days to discuss and investigate the matter fully. All complaints will be handled with the utmost tact and timeliness. If at all reasonable, 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 will be resolved within 20 working days. Harassment is in no way to be construed as properly discharged supervisory responsibilities, including the serious nature delegation of such acts and send work assignments, the assessment of properly discharged 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. The Company will continue to maintain a clear signal that they will not be tolerated. This also applies to any and all harassment in the workplace.Joint Committee comprised of two

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 and all harassment in the workplace.