Harassment Prevention. Employees should refer in the first instance to the provisions and procedures specified in the employer's Harassment Policy. The employee’s attention is also drawn to clause 33 Employment Relationship Problems.
Harassment Prevention. 38.1 Employees should refer in the first instance to the provisions and procedures specified in the employer’s Harassment Policy. The employee’s attention is also drawn to clause 39 Resolution of Employment Relationship Problems. Harassment can take many forms, including sexual harassment, bullying, racial harassment, violence, and other forms of intimidating behaviour.
38.2 Sexual harassment is verbal or physical behaviour of a sexual nature, which is unwelcome to the receiver and is embarrassing or intrusive. It affects morale, work effectiveness and the right to enjoy a good working environment. Some types of behaviour constituting sexual harassment are listed below:
(a) Type of behaviour
(i) sex-orientated jibes or abuse;
(ii) offensive gestures or comments;
(iii) unwanted and deliberate physical contact;
(iv) requests for sexual intercourse, including implied or overt promises for preferential treatment or threats concerning present or future employment status.
(b) Where it may occur
(i) among co-workers;
(ii) where a supervisor uses position and authority to take sexual advantage of another employee or to control or affect the career, salary or job of that employee;
(iii) in dealing with members of the public.
(c) Responsibilities for supervisors and complainants when dealing with sexual harassment:
(i) It is the responsibility of the employer to maintain a work environment free of unwelcome behaviour and to provide a mechanism for reporting sexual harassment, ensuring a fair investigation and avoiding reprisals against the complainant;
(ii) Care is to be taken during the investigation of any complaint of sexual harassment and afterwards to prevent any disadvantage to the complainant and care must also be taken to protect the position of other parties if the complaint is found to be unwarranted.
(iii) The employer relies on supervisors at all levels to facilitate and encourage proper standards of personal and ethical conduct in the workplace.
38.3 Sexual harassment complaints must be taken seriously and handled with sensitivity and impartiality. Behaviour, words and gestures have different meanings in different cultures. What may be acceptable in one culture may not be in another. This needs to be taken into account in the workplace.
38.4 Guidelines for Supervisors and Guidelines for Complainants are available in the employer’s Human Resources Manual and or from the Human Resources Department.
38.5 Racial Harassment - an employee is racially harassed...
Harassment Prevention. 30.1 Employees should refer in the first instance to the provisions and procedures specified in the employer's Harassment Policy. The employee’s attention is also drawn to clause 30.0 Employment Relationship Problems. Harassment can take many forms, including sexual harassment, bullying, racial harassment, violence, and other forms of intimidating behaviour.
30.2 Guidelines for Supervisors and Guidelines for Complainants are available from the Human Resources Department.
Harassment Prevention. 40.1 The parties recognise that harassment in the workplace is totally unacceptable. It is the responsibility of the employee to familiarise themselves with the relevant policy on harassment and the responsibility of the employer to communicate the extent of this policy and make it accessible to all employees.
40.2 Harassment can take many forms, including sexual harassment, bullying, racial harassment, violence and other forms of intimidating behaviour.
40.3 Harassment complaints will be taken seriously and the employer undertakes to address these with sensitivity and impartiality.
Harassment Prevention.
35.1 Employees should refer in the first instance to the provisions and procedures specified in the employer's Harassment Policy. The employee’s attention is also drawn to clause 36 Employment Relationship Problems. Harassment can take many forms, including sexual harassment, bullying, racial harassment, violence, and other forms of intimidating behaviour.
35.2 Sexual harassment is verbal or physical behaviour of a sexual nature which is unwelcome to the receiver and is embarrassing or intrusive. It affects morale, work effectiveness and the right to enjoy a good working environment. Some types of behaviour constituting sexual harassment are listed below:
(a) Type of behaviour
(i) sex-orientated jibes or abuse;
(ii) offensive gestures or comments;
(iii) unwanted and deliberate physical contact;
(iv) requests for sexual intercourse, including implied or overt promises for preferential treatment or threats concerning present or future employment status.
(b) Where it may occur
(i) among co-workers;
(ii) where a supervisor uses position and authority to take sexual advantage of another employee or to control or affect the career, salary or job of that employee;
Harassment Prevention. 36.1 Employees should refer in the first instance to the provisions and procedures specified in the employer’s Harassment Policy. The employee’s attention is also drawn to clause 36 Employment Relationship Problems. Harassment can take many forms, including sexual harassment, bullying, racial harassment, violence, and other forms of intimidating behaviour.
36.2 Sexual harassment is verbal or physical behaviour of a sexual nature which is unwelcome to the receiver and is embarrassing or intrusive. It affects morale, work effectiveness and the right to enjoy a good working environment. Some types of behaviour constituting sexual harassment are listed below.
Harassment Prevention. The Employer shall maintain a working environment which is free from all forms of harassment, including, sexual, racial and abuse of authority harassment. The Employer’s harassment prevention policy shall act as a guide to employees in adhering to legal and social guidelines regarding the recognition and prevention of harassment. An Employee shall have the right to consult the Union and to receive its counsel at any point in the process. In the event that the Employer proposes to change, amend or revise the policy it will discuss such changes, amendments and revisions with the representatives of the Union at a joint management/union meeting for this purpose. The Union will be allowed to make recommendations to the Employer at such a meeting and immediately thereafter.
Harassment Prevention. The District supports a school and workplace climate that is conducive to teaching and learning that is free from harassment. Harassment is defined as unwelcomed or unsolicited verbal, physical, or sexual conduct which creates an intimidating, hostile, or offensive workplace. It may include any written or verbal expression, or physical or electronic act or gesture or a pattern thereof that is intended to coerce, intimidate, or cause any physical, mental, or emotional harm to any employee.
Harassment Prevention. Every employee has the right to work in an environment free of discrimination and harassment. This right includes the responsibility to eliminate harassment in our workplace, either as a participant or as an observer. This statement of intent outlines the commitment of Petro-Canada Lubricants and CEP Local 593, to endeavor to provide a harassment free workplace and will act as a guide to employees in adhering to legal and social guidelines regarding the recognition and prevention of harassment. This statement exists to underline the seriousness of workplace harassment and to establish that there is no acceptable level of harassment at Petro-Canada Lubricants Centre. Employees who feel that they are being harassed are encouraged to seek protection through the appropriate policies and procedures.
Harassment Prevention. It is understood and agreed, between the parties, that the following are the terms of reference, for harassment investigations that take place under Article 39. The Association and the employer have agreed that the following process will guide the investigation of harassment grievances filed under this Letter of Understanding.
