Common use of Harassment in the Workplace Clause in Contracts

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 sensitive, personal natures of 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 or to any member of Management. This person could assist the harassment victim in bringing the incident(s) to the attention of the top Local Union Leadership or Company President. 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 article is not intended to restrict any employee rights under the Ontario Human Rights Code.

Harassment in the Workplace. 3A:01 (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 Committee and the Management committee 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 First meeting no later than two working days.). 3A:02 (b) 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 Board facility and includes areas such as offices, shop floors, restroomsrest rooms, 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, innuendosinnuendoes, gestures or taunting about a person's ’s body, disability, attire, or gender, racial or ethnic backgroundbackgrounds, 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. The Union recognizes that it shares a joint responsibility with the employer to discourage workplace harassment. 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 sensitive, personal natures of 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 or to any member of Management. This person could assist the harassment victim in bringing the incident(s) to the attention of the top Local Union Leadership or Company President. 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 article is not intended to restrict any employee rights under the Ontario Human Rights Code.

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 first 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. Viking Pump Canada has established policies regarding the Workplace Violence and Harassment Laws of Ontario (xxxx 168). All employees are expected to treat others with dignity and respect and to discourage harassment. The workplace is defined as any Company company facility and includes areas such as offices, shop floorsfloor, restroomsrest rooms, 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 ’s body, disability, attire, attire or gender, racial or ethnic backgroundbackgrounds, 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 disciple 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 sensitive, personal natures of 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 or to any member of Management. This person could assist the harassment victim in bringing the incident(s) to the attention of the top Local Union Leadership or Company President. 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 article is not intended to restrict any employee rights under the Ontario Human Rights Code.

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 first 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. Viking Pump Canada has established policies regarding the Workplace Violence and Harassment Laws of Ontario (xxxx 168). All employees are expected to treat others with dignity and respect and to discourage harassment. The workplace is defined as any Company company facility and includes areas such as offices, shop floorsfloor, restroomsrest rooms, 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 ’s body, disability, attire, attire or gender, racial or ethnic backgroundbackgrounds, 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 disciple 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 sensitive, personal natures of 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 or to any member of Management. This person could assist the harassment victim in bringing the incident(s) to the attention of the top Local Union Leadership or Company President. 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 article is not intended to restrict any employee rights under the Ontario Human Rights Code.