Harassment Sexual Harassment a. All employees have the right to work without personal harassment or sexual harassment.
b. Any complaint alleging personal harassment or sexual harassment will be dealt with in the grievance/arbitration procedure and will commence at Step 2 if the complaint is against a Supervisor.
c. Personal harassment shall be defined as repeated, intentional, offensive comments and/or actions designed to demean and/or belittle an individual, and shall not include normal day to day supervisory or disciplinary action.
d. Any complaint alleging sexual or personal harassment shall be dealt with in the strictest confidence by the Board and the Union.
Harassment Sexual Harassment. Harassment is defined as an incident or, or series of incidents of unsolicited, unwelcome, disrespectful or offensive verbal or physical behaviour, whether deliberate or unintentional:
Harassment Sexual Harassment. GENERAL
a) The employer recognizes the right of all employees to work, to conduct business and otherwise associate free from harassment or sexual harassment.
b) The employer considers harassment in any form to be totally unacceptable and will not tolerate its occurrence. Proven harassers shall be subject to discipline and/or corrective actions. Such actions may include counseling courses that develop an awareness of harassment, verbal warning, written warning, transfer, suspension or dismissal.
c) No employee shall be subject to reprisal, threat of reprisal, or discipline as the result of filing a complaint of harassment or sexual harassment which the complainant reasonably believes to be valid.
d) All parties involved in a complaint agree to deal with the complaint expeditiously and to respect confidentiality.
e) The complainant and/or the alleged offender, if a member(s) of the local may at the choice of the employee be accompanied by a representative(s) of the Local at all meetings in this procedure.
f) This article shall not affect the District’s right to manage its business, direct its workforce or implement employment and performance practices.
g) Complaints under Articles 19 and 18.10 of the Collective Agreement shall not be pursued simultaneously.
Harassment Sexual Harassment. This ARTICLE is an excerpt from the Provincial Collective Agreement between British Columbia Teachers’ Federation and British Columbia Public School Employers’ Association and should be administered in accordance with the manual.
Harassment Sexual Harassment. E.7.1 The employer recognizes the right of all persons to work in an environment free from harassment and sexual harassment.
E.7.2 Harassment is defined as any improper behaviour that is directed at another person, behaviour that demeans, intimidates, humiliates or is offensive to that person, conduct which has the effect of endangering a job or undermining performance or threats, vexatious questions or demands or other unpleasantness.
E.7.2.1 Harassment includes the exercise of power or authority in a manner which serves no legitimate work purpose and which a person ought reasonably to know is inappropriate.
E.7.3 Sexual harassment is defined as any unwelcome sexual comment, look, suggestion, physical contact, real or implied sexually oriented action, including material of a sexual or sexist nature that has the effect of creating an uncomfortable environment in the workplace.
E.7.4 No person shall be subject to reprisal, threat of reprisal or discipline as a result of filing a complaint of harassment or sexual harassment.
E.7.5 The procedure for resolving complaints of harassment or sexual harassment shall be as follows:
E.7.5.1 Any complaint of harassment or sexual harassment shall be dealt with expeditiously and in strict confidence.
E.7.5.2 The complainant and/or alleged offender, if a member of the Union, shall be accompanied by a representative of the Union or colleague at all meetings in this procedure.
E.7.5.3 The complainant may choose to speak to or correspond directly with the alleged harasser in an attempt to resolve the matter.
E.7.5.4 In the first instance attempts may be made to resolve the matter informally.
E.7.5.5 If the matter is not resolved through informal means, the complainant may refer the matter to the Chair of the Local Employers' Group and the Chair of LEU who will ensure that the complaint is investigated.
E.7.5.6 Investigation dates shall be set with the first available investigator from the mutually agreed list within ten (10) working days of the receipt of the complaint.
E.7.5.7 Upon receipt of the complaint, they shall notify the alleged harasser in writing of the complaint and provide notice of investigation.
E.7.5.8 The investigation shall be conducted by a person who shall have training and/or experience in investigating complaints of harassment. The complainant may request that the investigator be of the same gender as the complainant and where practicable the request will not be denied.
E.7.6 The investigator shall be ...
Harassment Sexual Harassment. 20:01 The Museum and the Union agree that harassment will not be tolerated in the workplace or in connection with the workplace, and the Museum’s Policy and Manitoba Provincial Legislation on harassment must be adhered to.
20:02 Situations of alleged harassment shall be eligible to be processed as grievances. Where the alleged harasser is the person who would normally deal with any step of the grievance procedure the grievance will automatically be sent forward to the next step.
20:03 Harassment – any objectionable conduct, comment, physical contact or display, directed at an employee or volunteer, made on the basis of race, creed, religion, colour, sex, sexual orientation, marital or family status, mental or physical disability, physical size or weight, age, nationality, ancestry or place of origin, political belief, association or activity, and which creates an intimidating, hostile or offensive environment in which staff work. Harassment also includes but is not limited to the following: • Verbal Abuse • Bullying • Abuse of Power • Sexual Intimidation
20:04 Where an employee feels they are being harassed, they are encouraged to let the offending individual know that their conduct is unacceptable and unwelcome. If the conduct continues or if the employee feels uncomfortable with the offending individual the following Articles will apply.
20:05 Where an employee is of the opinion that they have been or are being harassed by another employee; the employee may forward a written complaint directly to the Director of Human Resources. The complaint shall be marked “Personal and Confidential”.
20:06 The Director of Human Resources or designate will endeavour to resolve the matter in an expeditious and confidential manner.
20:07 The alleged offender shall be entitled to notice of the complaint and shall be given the opportunity to respond to the complaint.
20:08 The Director of Human Resources or designate after investigating the complaint shall have the authority to:
(a) Dismiss the complaint; or
(b) Determine the appropriate discipline; and/or
(c) Take any action, which in the Director of Human Resources’ opinion may be necessary.
Harassment Sexual Harassment. The Board recognizes that the inherent right of all individuals to be treated with dignity and respect is central to Catholic values and Christian beliefs. As a Catholic educational community it is committed to the creation of a working environment which fosters mutual respect for the dignity and well being of all employees and recognizes that every employee has a fundamental right to a workplace free from harassment. Harassment may include incidents involving unwelcome behaviour which he or she knows or should know is unwelcome and includes, but is not limited to: • Unwanted comments, conduct, suggestions or interference • Various forms of intimidation and aggressive behaviour • Verbal and emotional abuse • Withholding of information necessary to perform one’s duties • “Bullying” – which is an attempt to undermine an individual through criticism, intimidation, hostile verbal and non-verbal communication and interfering actions • Abuse of position/authority – this does not include the normal exercise of supervisory responsibilities, including direction, counselling and discipline when necessary • Jokes, name-calling or displaying material (e.g. posters, cartoons) which demean, embarrass, or humiliate Sexual harassment may include incidents involving unwelcome sexual comment or conduct that intimidates, demeans or offends an individual and includes, but is not limited to: • Unwelcome sexual innuendo • Unwelcome sexual advances • Inappropriate body contact • Request for sexual favours • Display of exploitive material • Leering • Unwelcome questions or comments about a person’s sexual life • Unwelcome comments on a person’s sexual attractiveness or unattractiveness. It is understood that incidents involving alleged harassment or sexual harassment, shall be dealt with in accordance with GAP 305, prior to being the subject of a grievance.
Harassment Sexual Harassment. 22.01 The Union and the Board recognize the right of the employees to work in an environment free from sexual harassment, and the Board undertakes to discipline any person employed by the Board engaging in the sexual harassment of another employee.
22.02 Sexual harassment shall be defined as:
a) inappropriate touching, including touching which is expressed to be unwanted;
b) suggestive remarks or other verbal abuse with a sexual connotation;
c) compromising invitations;
d) repeated or persistent leering at a person's body;
e) demands for sexual favours;
f) sexual assault.
22.03 The employer recognizes the benefit to be derived from a work environment free from harassment where the conduct and/or language of all employees of the Board meets the acceptable social standard of the workplace. Both parties agree to promote an environment free from personal or sexual harassment. For the purpose of this clause, "harassment" means any improper behaviour that is directed at and offensive to any person and which the alleged knew or ought reasonably to have known would be unwelcome.
22.04 An employee may initiate a grievance under this clause at Step 3 of the grievance procedure. Grievances under this clause will be handled with all possible confidentiality and dispatch.
22.05 An offender under this clause shall not be entitled to grieve disciplinary action taken by the Board which is consistent with the Award of the Arbitrator.
Harassment Sexual Harassment. 23.01 • Unwanted comments, conduct, suggestions or interference • Various forms of intimidation and aggressive behaviour • Verbal and emotional abuse • Withholding of information necessary to perform one’s duties • “Bullying” – which is an attempt to undermine an individual through criticism, intimidation, hostile verbal and non-verbal communication and interfering actions • Abuse of position/authority – this does not include the normal exercise of supervisory responsibilities, including direction, counselling and discipline when necessary • Jokes, name-calling or displaying material (e.g. posters, cartoons) which demean, embarrass, or humiliate • Unwelcome sexual innuendo • Unwelcome sexual advances • Inappropriate body contact • Request for sexual favours • Display of exploitive material • Leering • Unwelcome questions or comments about a person’s sexual life • Unwelcome comments on a person’s sexual attractiveness or unattractiveness
Harassment Sexual Harassment. Hospital is committed to maintaining a work environment free of harassment in accordance with the NAH Harassment Policy, as set forth in the NAH Handbook, a copy of which is provided to each employee of Hospital during employee orientation and subsequently when updated. In accordance with this commitment and the Harassment Policy, Hospital will not tolerate harassment, including any sexual harassment, of employees by anyone, including any manager, co-worker, vendor, visitor or patient at Hospital or any other third party. Sexual harassment includes any unwelcomed sexual advances, requests for sexual favors, or any other conduct of a sexual nature. The NAH Harassment Policy prohibits sexual harassment and sets forth a protocol whereby complaints may be address in a manner consistent with the law and due process.
