Common use of Harassment in the Workplace Clause in Contracts

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 Agreement. (h) In support of providing and maintaining an environment free of harassment, the Employer and the Union will ensure that all staff members, volunteers and persons with the practicing privileges in the facility are informed that harassment, including sexual harassment, in the workplace, is an offence under the law.

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 they 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 they 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 they are entitled to file a grievance under the terms of this Collective Agreement. (h) In support of providing and maintaining an environment free of harassment, the Employer and the Union will ensure that all staff members, volunteers and persons with the practicing privileges in the facility are informed that harassment, including sexual harassment, in the workplace, is an offence under the law.

Harassment in the Workplace. (a) The Employer Company and the Union agree that ALL employees of DDM Plastics Inc., will abide by the Anti-Harassment Policy which shall be signed by the President of the Company and posted on the bulletin board. The DDM Policy shall be incumbent of all prohibited grounds under the Human Rights Code and other grounds as outlined in the Policy. The Company and the Union are committed to providing a positive environment for staffharassment free workplace. 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 vexatious comment or conduct that is known or ought reasonably to be known to be vexatiousunwelcome”, that denies individual dignity and respect. 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 Elements 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 such an environment may include but are not meant to cover all potential incidentslimited to: Name calling Racial slurs Displays of nude or joke Mimicking sexually suggestive pictures. Unwelcome invitations or requests of a person’s accent sexual nature. Verbal abuse or mannerisms Offensive posters threats. Practical jokes which may cause awkwardness or pictures on paper Repeated embarrassment. Unwelcome remarks, jokes of a racial or sexual remarks Physical contact that could be perceived as degrading Sexual flirtationnature, advances, propositions Leering Comments about a person’s sex life Innuendo, gestures innuendo or taunting Talking about a person’s body, disabilitygender or sexual orientation. Condescension, attire paternalism or sex (e) behaviour which undermines the self respect of an individual(s). Unwelcome, unnecessary physical contact such as touching, patting, pinching, blocking or physically restraining passage. All employees are expected to treat others with courtesy and consideration and to discourage harassment.. All accusations of harassment will be treated as serious and an investigation according to the Anti-Harassment is defined as deliberate gestures, comments, questions, representations, or other behaviours that ought reasonably Policy will be known undertaken. Employees found to be unwelcome in violation of our joint declaration will be subject to disciplinary action up to and including discharge , -During negotiations, the Union expressed concern about the employees who were in need of financial assistance while awaiting the disposition of the Workplace Safety and Insurance Board’s decision to allow or deny a claim regarding a work related injury. It was agreed that upon completion by the recipient Employee of a personal guarantee and which serve no legitimate workplace purposeletter of the Company will provide an advance to an employee who has applied for benefits provided that the employee satisfies the eligibility requirements for S&A benefits. For clarity, harassment does not include actions occasioned through exercising in good faith The amount of the Employer’s managerial/supervisory rights and responsibilities. (f) Where advance shall be the equivalent of S&A benefits. The Company will provide the advance on a bargaining unit member complains of harassment by another bargaining unit member she shall bring such complaint weekly basis only until the has issued an initial decision as to the attention of employees eligibility for benefits, in which at that time, the Employee will agree to reimburse the Employer and the Unionamount of advance received upon the benefits being granted. The Employer and In the Union will then initiate a complete and joint investigation of event the complaint and report the findings back denies entitlement to the complainant who above noted claim, S&A benefits shall be accompanied by a Xxxxxxx. If continue until such time as the complaint directly employee returns to work 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 fashionhis eligibility should change. (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 Agreement. (h) In support of providing and maintaining an environment free of harassment, the Employer and the Union will ensure that all staff members, volunteers and persons with the practicing privileges in the facility are informed that harassment, including sexual harassment, in the workplace, is an offence under the law.