Common use of Harassment Clause in Contracts

Harassment. (a) The Employer, the employees and the Union recognize the right of all persons employed at the hospital to work in an environment free from unwanted personal harassment, sexual harassment or abuse of authority, and agree that any of the aforementioned actions will not be tolerated in the workplace. (b) Cases of proven personal harassment, sexual harassment or abuse of authority by a person employed in the hospital is considered a disciplinary infraction and will be dealt with as such. (a) Personal harassment means any improper behavior by a person employed in the hospital that is directed at and offensive to another person employed in the hospital, and which the first person knew or ought reasonably to have known would be unwelcome. Personal harassment comprises objectionable conduct, comment or display that demeans, belittles or causes personal humiliation, or embarrassment to the recipient. This includes harassment as described in Section 14 of the Yukon Human Rights Act. (b) Sexual harassment means any conduct, comment, gesture or contact of a sexual nature: (i) That might reasonably be expected to cause offense or humiliation; or (ii) That might reasonably be perceived as placing a condition of a sexual nature on employment or on any opportunity for training or promotion. (c) Abuse of authority means an individual’s improper use of power and authority inherent in the position held, by means of intimidation, threats, blackmail or coercion. This comprises actions which endanger an employee’s job, undermine an employee’s ability to perform the job or threaten the economic livelihood of an employee. However, it shall not include the legitimate exercise of an individual’s supervisory power or authority. (a) Any level in the grievance procedure shall be waived if a person hearing the grievance is the subject of the complaint. (b) Grievances under this Article will be handled with all possible confidentiality and dispatched by the Union and the Employer. 13.04 An alleged offender shall be given notice of the substance of a complaint under this Article and shall be given notice of and be entitled to attend, participate in, and be represented at any grievance hearing or any arbitration under this Collective Agreement.

Harassment. ‌ (a) The Employer, the employees Employer and the Union recognize the right of all persons employed at the hospital employees to work in an environment free from unwanted personal harassment, sexual harassment or abuse of authority, and agree that any of the aforementioned actions will not be tolerated in the workplace. (b) Cases of proven personal harassment, sexual harassment or abuse of authority by a person employed in the hospital is considered a disciplinary infraction and will be dealt with as such. (a) Personal harassment means any improper behavior by a person employed in the hospital that is directed at and offensive to another person employed in the hospital, and which the first person knew or ought reasonably to have known would be unwelcome. Personal harassment comprises objectionable conduct, comment or display that demeans, belittles or causes personal humiliation, or embarrassment to the recipient. This includes harassment as described in Section 14 of the Yukon Human Rights Act. (b) Sexual harassment by an employee or employer means any conduct, comment, gesture engaging in a course of vexatious comment or contact conduct of a sexual naturenature that is known or ought reasonably to be known to be unwelcome and shall include, but not be limited to: (i1) That might reasonably be expected to cause offense sexual solicitation or humiliation; advance or inappropriate touching and sexual assault; (ii2) That a reprisal, or threat of reprisal, which might reasonably be perceived as placing a condition of a sexual nature on employment by a person in authority after such sexual solicitation or on any opportunity for training advance or promotioninappropriate touching is rejected. (c) Abuse Personal harassment means repeated comments and/or actions, or a course of authority means conduct by an individual’s improper use of power employee or the Employer that is known or ought reasonably to be known to be unwelcome and authority inherent in is demeaning or humiliating, and is not reasonably necessary for the position held, by means of intimidation, threats, blackmail Employer's operations or coercionwhich serves no legitimate work purpose. This comprises actions which endanger an employee’s jobincludes bullying behaviour that is intended to intimidate, undermine an employee’s ability to perform the job offend, degrade or threaten the economic livelihood humiliate a particular person, or group of an employeepeople. However, it shall Personal harassment does not include actions occasioned through the legitimate exercise of an individual’s exercising in good faith the Employer's supervisory power or authorityrights and responsibilities. (ad) Any level In case of alleged harassment, the following shall apply: (1) Before proceeding to the formal complaint mechanism an employee who believes they have a complaint may approach their supervisory personnel, union ▇▇▇▇▇▇▇, or other contact person to discuss potential means of resolving a complaint and to request assistance in resolving the grievance procedure shall matter. If the matter is resolved to the complainant's satisfaction the matter is deemed to be waived if a person hearing the grievance is the subject of the complaintresolved. (b2) Grievances under If the matter is not resolved to the employee's satisfaction, then the employee may submit a complaint in writing within 30 days of the latest alleged occurrence through either their shop ▇▇▇▇▇▇▇ or the Director Labour Relations or designate. Complaints of this Article will nature shall be handled with all possible confidentiality and dispatched treated in strict confidence by both the Union and the Employer. 13.04 (3) An alleged offender shall be given notice of the substance of such a complaint under this Article the clause and shall be given notice of and be entitled to attend, participate in, and be represented at any grievance hearing or any arbitration under this Collective Agreementclause. (4) The employer designate shall investigate the complaint and shall submit a report to the Director Labour Relations or designate in writing as soon as possible but not later than 30 calendar days of receipt of the complaint or such longer period as may be mutually agreed between the Employer and the Union. For the purpose of the investigation a bargaining unit shop ▇▇▇▇▇▇▇ trained in harassment investigations will be given an opportunity to sit in on all discussions between the investigator and bargaining unit members. The Director Labour Relations or designate shall within 10 days of receipt of the report take such action as may be necessary to resolve the issue. (5) Where the complaint is determined to be of a frivolous, vindictive or vexatious nature the Employer may take appropriate action. Such action shall only be for just cause and may be grieved pursuant to Article 7 -

Harassment. 5.01 Harassment shall be defined as a course of comments or conduct consisting of words or actions that disparage or humiliate a person in relation to their age, ancestry, citizenship, colour, creed, ethnic origin, family status, disability, marital status, place of origin, race, record of offences, sex, sexual orientation or gender identity. 5.02 Sexual harassment, for the purpose of this Collective Agreement as a working definition includes the following: (a) unwanted sexual attention of a persistent or abrasive nature made by a person who knows, or who ought reasonably to know, that such attention is unwanted; or (b) implied or expressed promise of reward for complying with a sexually oriented request; or (c) actual reprisal or an implied or expressed threat of reprisal for refusal to comply with a sexually oriented request; or (d) actual denial of opportunity or an implied or expressed threat of denial of opportunity for refusal to comply with a sexually oriented request; or (e) sexually oriented behaviour when it has the purpose or effect of creating an intimidating, hostile or offensive environment in which the member works or studies. 5.03 The Employer, the employees Union and the Union Employer recognize that all members of the University community have the right of all persons employed at the hospital to study and work in an environment free from unwanted personal harassment. Personal harassment of any kind is considered a serious offence, sexual subject to disciplinary action by the appropriate University authority. 5.04 The Employer agrees to take action to ▇▇▇▇▇▇ an environment free from harassment or abuse of authority, and agree that any by: (a) administration of the aforementioned actions will not be tolerated in the workplace.Lakehead University Harassment and Discrimination Policy and Procedures; and (b) Cases of proven personal harassmentcontinuing with educational programs for University administrators, sexual harassment or abuse of authority by a person employed in the hospital is considered a disciplinary infraction students and will be dealt with as such. (a) Personal harassment means any improper behavior by a person employed in the hospital that is directed at and offensive to another person employed in the hospital, and which the first person knew or ought reasonably to have known would be unwelcome. Personal harassment comprises objectionable conduct, comment or display that demeans, belittles or causes personal humiliation, or embarrassment to the recipient. This includes harassment as described in Section 14 of the Yukon Human Rights Act. (b) Sexual harassment means any conduct, comment, gesture or contact of a sexual nature: (i) That might reasonably be expected to cause offense or humiliationstaff; or (ii) That might reasonably be perceived as placing a condition of a sexual nature on employment or on any opportunity for training or promotion.and (c) Abuse of authority means an individual’s improper use of power and authority inherent in including clauses within the position held, by means of intimidation, threats, blackmail or coercion. This comprises actions which endanger an employee’s job, undermine an employee’s ability to perform the job or threaten the economic livelihood of an employee. However, it shall not include the legitimate exercise of an individual’s supervisory power or authority. (a) Any level in the grievance procedure shall be waived if a person hearing the grievance is the subject Article 5 of the complaint. (b) Grievances under this Article will be handled with all possible confidentiality and dispatched by the Union and the Employer. 13.04 An alleged offender shall be given notice of the substance of a complaint under this Article and shall be given notice of and be entitled to attend, participate in, and be represented at any grievance hearing or any arbitration under this Collective Agreement. 5.05 All formal and informal complaints of harassment must be lodged with the Personal Harassment and Discrimination Coordinator designated by the University. No discipline of an alleged harasser can take place unless the complainant makes a formal complaint as described in the Harassment and Discrimination Policy and Procedures. The Parties agree that nothing in the Harassment and Discrimination Policy and Procedures negates the Union's and employees' rights to grieve harassment. 5.06 Where a grievance alleging harassment is filed, and the alleged harasser is the person who would normally deal with a step of such a grievance, the grievance will be referred to the next step. 5.07 All complaints of harassment will be deemed to be confidential as outlined in the Harassment and Discrimination Policy and Procedures. 5.08 Where the Employer has been notified of personal harassment following the procedures outlined in the Harassment and Discrimination Policy and Procedures, and the procedures are not followed to ensure the rights of the complainant, the Union may grieve the Employer for "failure to protect". 5.09 Any formal or informal complaint under the Employee Code of Conduct Policy (Code) will be addressed as prescribed in the Code. 5.10 At the time of sign-on in Human Resources, a letter on personal harassment, prepared by the Union, that has been mutually agreed to by both Parties, will be issued to each employee.

Harassment. (a) The Employer, the employees Union and the Union Employer recognize the right of all persons employed at the hospital employees to work in an environment free from unwanted personal harassment, sexual harassment or abuse of authorityintimidation and bullying, and agree that the Employer undertakes to discipline any person employed by the Employer engaged in harassment, intimidation and bullying of another employee. 1. Harassment shall be defined as: (i) Harassment may include any comment or conduct by any person towards another which is hurtful or malicious and is unwelcome and unwanted. Unwelcome or unwanted in this context means any behavior or action which the aforementioned actions will harasser knows or ought reasonably to know is not desired by or acceptable to the victim. (ii) No person shall be harassed because of age, race, creed, colour, national origin, political, religious affiliation or activity, sex or marital status, sexual orientation, place of residence, disability, nor by reason of their membership or activity in the Union. 2. Sexual harassment shall be defined as: (i) Inappropriate touching, including touching which is expressed to be unwanted; (ii) Suggestive remarks or other verbal abuse with a sexual connotation; (iii) Compromising invitations; (iv) Repeated or persistent leering at a person’s body; (v) Demands for sexual favours; (vi) Sexual assault. 3. Bullying shall include but not be tolerated in the workplacelimited to: (i) a repeated pattern of negative behavior aimed at a specific person or group. It includes comments and/or behaviour that intend to humiliate, degrade, offend, or intimidate someone. (ii) Constructive work-related criticism, respectful disagreement, and reasonable management do not constitute bullying. (b) Cases In cases of proven personal sexual harassment, sexual harassment or abuse of authority by a person employed in the hospital is considered a disciplinary infraction Employer and will be dealt the Union shall meet to determine if the employee being harassed has the right to discontinue contact with as such. (a) Personal harassment means the alleged harasser without incurring any improper behavior by a person employed in the hospital that is directed at and offensive to another person employed in the hospitalpenalty, and which the first person knew or ought reasonably to have known would be unwelcome. Personal harassment comprises objectionable conduct, comment or display that demeans, belittles or causes personal humiliation, or embarrassment to the recipient. This includes harassment as described in Section 14 pending determination of the Yukon Human Rights Act. (b) Sexual harassment means any conduct, comment, gesture or contact of a sexual nature: (i) That might reasonably be expected to cause offense or humiliation; or (ii) That might reasonably be perceived as placing a condition of a sexual nature on employment or on any opportunity for training or promotiongrievance. (c) Abuse An employee may initiate a grievance under this article at the first step of authority means an individual’s improper use of power and authority inherent in the position held, by means of intimidation, threats, blackmail or coercion. This comprises actions which endanger an employee’s job, undermine an employee’s ability to perform the job or threaten the economic livelihood of an employee. However, it shall not include the legitimate exercise of an individual’s supervisory power or authority. (a) Any level in the grievance procedure shall be waived if a person hearing the grievance is the subject of the complaint. (b) procedure. Grievances under this Article article will be handled with all possible confidentiality and dispatched dispatch. (d) It is the policy of the Employer to ensure that the working environment is conducive to the performance of work and is such that employees are not hindered from carrying out their responsibilities. The Employer considers harassment in the workforce to be a totally unacceptable form of intimidation and will not tolerate its occurrence. The Employer will ensure the victims of harassment are able to register complaints in complete confidence without fear of reprisal. (e) It is the responsibility of the Employer to ensure that this policy is respected by the all employees. The Union and the Employer. 13.04 An alleged offender Employer agree that during the life of this Agreement, they shall jointly develop procedures, to deal with any allegations of harassment, which shall be given notice attached to and form part of the substance of a complaint under this Article and shall be given notice of and be entitled to attend, participate in, and be represented at any grievance hearing or any arbitration under this Collective Agreement.

Harassment. (a) 56.01 The EmployerAlliance, the employees and the Union Employer recognize that every employee can expect to be treated fairly in the right of all persons employed at the hospital to work workplace in an environment free from unwanted personal harassment, sexual harassment or abuse of authoritydiscrimination, and agree that any of the aforementioned actions personal or sexual harassment. Any behaviour which denies individuals their dignity and respect and is offensive, embarrassing, humiliating will not be tolerated tolerated. Harassment of another employee or of a University client carrying out duties or providing goods, services, facilities, or accommodation constitutes an infraction which may result in the workplacedisciplinary action up to and including discharge and termination of employment for cause. The use of authority or position to intimidate, coerce or harass is strictly forbidden. (b) Cases of proven personal harassment, sexual harassment or abuse of authority by a person employed in the hospital is considered a disciplinary infraction and will be dealt with as such. (a) 56.02 Personal harassment means is any improper behavior behaviour by a any person employed in the hospital that is directed at and is offensive to an employee or endangers an employee’s job, undermines the performance of that job, or threatens the economic livelihood of the employee. It is behavior either in comment or conduct, that is unsolicited, and is known or ought reasonably to be known as unwelcome, which demeans or humiliates another person employed in the hospitalperson, and which denies individuals their dignity and respect. Personal harassment includes, but is not limited to, abusive or belittling remarks or jokes, goading, sarcasm, speaking loudly in a threatening angry, intimidating and/or aggressive tone, swearing, and other actions that are disruptive to work production and the first physical or psychological well-being of others. Sexual harassment is comprised of offensive sexual comments, gestures, or physical contact that a person knew or reasonably ought reasonably to have known would be unwelcomedeemed objectionable or offensive, either on a one-time basis or in a continuous series of incidents, however minor. Personal Generally, sexual harassment comprises objectionable conduct, comment or display that demeans, belittles or causes personal humiliation, or embarrassment to the recipient. This includes harassment as described in Section 14 of the Yukon Human Rights Act. (b) Sexual harassment means any conduct, comment, gesture or contact of a sexual nature: (i) That might reasonably be expected to cause offense or humiliation; or (ii) That might reasonably be perceived as placing a condition is behaviour of a sexual nature on employment that is deliberate and unsolicited that a person knew or on any opportunity for training reasonably ought to have known would be deemed objectionable or promotion. (c) offensive. Sexual harassment is coercive and one-sided and both males and females can be victims of it. Abuse of authority means occurs when an individual’s improper use individual uses their authority or position with its implicit power to undermine, sabotage or otherwise interfere with or influence the career of power and authority inherent another employee or in the position held, by means provisions of goods and services to the public. This definition includes blatant acts of misuse of authority such as intimidation, threats, blackmail or blackmail, and coercion. This comprises actions which endanger an employee’s job, undermine an employee’s ability to perform the job or threaten the economic livelihood of an employee. However, it shall the abuse of authority does not include the legitimate exercise of an individual’s individual supervisory power or powers and authority. In investigating harassment allegations, the test of whether harassment has occurred will be that a “reasonable person” would conclude harassment had occurred. (a) An employee who believes that they have been harassed may file a Grievance within ninety (90) working days of the alleged harassment. (b) Any level in the grievance procedure shall be waived if a the person hearing the grievance Grievance is the subject of the complaint. (bc) Grievances under this Article will For further clarification, a grievance meeting shall be handled with all possible confidentiality and dispatched by convened within thirty (30) working days of the date of filing the Grievance, unless the Union and the EmployerEmployer have mutually agreed to an extension. 13.04 An alleged offender (d) Article 12.17 shall be given notice apply to any person including employees of the substance Bargaining Unit, regardless of whether or not they are acting in a complaint managerial or confidential capacity. (e) The Employer and the Union agree to exchange relevant information resulting from a Grievance filed under this Article and shall Article. In such instances, confidentiality must be given notice maintained. 56.04 During the life of and be entitled this agreement, the Employer agrees to attend, participate in, and be represented at any grievance hearing or any arbitration under this Collective Agreementprovide education related to harassment.

Harassment. (a) The Employer, the employees Employer and the Union recognize the right of all persons employed at the hospital employees to work in an environment free from unwanted personal harassment, sexual harassment or abuse of authority, . The parties agree to ▇▇▇▇▇▇ and agree that any of the aforementioned actions will not be tolerated in the workplacepromote such an environment. (b) Cases An employee (complainant) who wishes to pursue a concern arising from an alleged harassment may submit a complaint in writing within six months of proven personal harassment, sexual harassment or abuse of authority by a person employed in the hospital is considered a disciplinary infraction and will be dealt with as such. (a) Personal harassment means any improper behavior by a person employed in the hospital that is directed at and offensive to another person employed in the hospital, and which the first person knew or ought reasonably to have known would be unwelcome. Personal harassment comprises objectionable conduct, comment or display that demeans, belittles or causes personal humiliation, or embarrassment latest alleged occurrence directly to the recipientEmployer's designate. This includes harassment as described in Section 14 Upon receipt of the Yukon Human Rights Act. (b) Sexual harassment means any conductwritten complaint, comment, gesture or contact the Employer shall notify in writing the union staff representative. Complaints of a sexual nature: (i) That might reasonably be expected to cause offense or humiliation; or (ii) That might reasonably be perceived as placing a condition of a sexual this nature on employment or on any opportunity for training or promotion. (c) Abuse of authority means an individual’s improper use of power and authority inherent in the position held, by means of intimidation, threats, blackmail or coercion. This comprises actions which endanger an employee’s job, undermine an employee’s ability to perform the job or threaten the economic livelihood of an employee. However, it shall not include the legitimate exercise of an individual’s supervisory power or authority. (a) Any level in the grievance procedure shall be waived if a person hearing the grievance is the subject of the complaint. (b) Grievances under this Article will be handled with all possible confidentiality and dispatched treated in strict confidence by both the Union and the Employer. 13.04 . An alleged offender harasser (respondent) shall be given notice of the substance of such a complaint under this Article clause and shall be given notice of and be entitled to attend, participate in, and be represented at any hearing pursuant to (g) below. (c) The parties agree that substantiated cases of harassment may be cause for discipline, up to and including dismissal. (d) Harassment is defined as deliberate actions, that ought reasonably to be known as unwelcome by the recipient and which serve no legitimate work related purpose toward an individual or individuals by the employees or the Employer, on any of the prohibited grounds of discrimination under the Human Rights Code of British Columbia including: age, race, sex, sexual orientation, national or ethnic origin, colour, religion, disability, marital status, family status, political beliefs or conviction of a criminal or summary offence unrelated to employment, or The Salvation Army Respect in the Workplace Policy including Discriminatory, Psychological, Sexual and Personal Harassment. Retaliation against any individual who makes a bona fide complaint in compliance with this Policy, participates or cooperates in an investigation will be considered harassment. Legitimate management actions conducted in a respectful manner do not constitute psychological harassment. (e) Protection against harassment extends to incidents occurring at or away from the workplace, during or outside working hours, and includes incidents related to resident contact, provided the acts are committed within the course of the employment relationship. (f) The Employer agrees to maintain The Salvation Army Respect in the Workplace Policy, including the requirement for employees to participate in mandatory harassment training. Prior to the implementation of any national changes or amendments at ▇▇▇▇▇▇▇▇▇ House, the Employer shall consult with the Union. (g) Where the proposed resolution or outcome is not satisfactory to the complainant, the complainant may exercise their rights commencing at Step 2 of the grievance hearing procedure, except in the case of a dismissal or any arbitration under this Collective Agreementsuspension of more than 20 calendar days wherein Clause 8.9 (Dismissal or Suspension of More Than 20 Days) will apply. In all cases, Step 1 will be waived. (h) The complainant shall always retain their right to file a complaint directly with the Human Rights Tribunal of British Columbia.

Harassment. (a) The Employer, the employees following policy with respect to harassment is endorsed by both parties: "Lake Erie Works and the Union recognize United Steelworkers believe that the right human rights of all persons employed at the hospital employees must be protected, so as to work in an environment free from unwanted personal ensure that every person is treated with dignity and respect. No individual should experience workplace harassment, sexual . Workplace harassment or abuse of authority, and agree that any of the aforementioned actions will not be tolerated in the workplace. (b) Cases of proven personal harassment, sexual harassment or abuse of authority by occurs where a person employed engages in the hospital is considered a disciplinary infraction and will be dealt with as such. (a) Personal harassment means any improper behavior by course of vexatious conduct against a person employed worker in the hospital a workplace that is directed at and offensive to another person employed in the hospital, and which the first person knew known or ought reasonably to have be known would to be unwelcome. Personal No individual should suffer from or be exposed to harassment comprises objectionable conductat work, comment or display based upon that demeansperson's race, belittles or causes personal humiliationancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, gender identity, gender expression, age, marital status, same-sex partnership status, family status, or embarrassment disability. Harassment is a course of conduct or comment that offends or abuses a person on any of the grounds stated above, where such behaviour is known or ought reasonably be known to be offensive and unwelcome. Sexual harassment is a particularly objectionable type of discriminatory course of conduct or comment which cannot be tolerated, as it represents an unwarranted intrusion upon a person's sexual dignity. Sexual harassment may take a variety of forms such as unsolicited or unwelcome gender-based comments, gestures and physical contact, or the control or alteration of working conditions so as to coerce submission to sexual advances. In order to ensure the consistent application of this policy, it is both the right and the responsibility of any employee who believes that they have been subjected to harassment as defined above to immediately report such concerns to the recipientdesignated representative. This includes harassment as described The Company will advise the designated Union representative of such allegation. All allegations will be fully investigated in Section 14 a confidential manner. The complainant will be advised of the Yukon Human Rights Act. (b) Sexual harassment means any conductresults of the investigation. Any employee who, comment, gesture or contact as a result of a sexual nature: (i) That might reasonably full investigation is determined to be expected in violation of this policy may be subject to cause offense or humiliation; or (ii) That might reasonably be perceived as placing a condition of a sexual nature on employment or on any opportunity for training or promotiondisciplinary action, up to and including discharge from employment. (c) Abuse of authority means an individual’s improper use of power and authority inherent in the position held, by means of intimidation, threats, blackmail or coercion. This comprises actions which endanger an employee’s job, undermine an employee’s ability to perform the job or threaten the economic livelihood of an employee. However, it shall not include the legitimate exercise of an individual’s supervisory power or authority. (a) Any level in the grievance procedure shall be waived if a person hearing the grievance is the subject of the complaint. (b) Grievances under this Article will be handled with all possible confidentiality and dispatched by the Union and the Employer. 13.04 An alleged offender shall be given notice of the substance of a complaint under this Article and shall be given notice of and be entitled to attend, participate in, and be represented at any grievance hearing or any arbitration under this Collective Agreement."

Harassment. (‌ a) The Employer, the employees Employer and the Union recognize are committed to providing a positive environment for staff. All individuals have the right of all persons employed at to be treated with respect and dignity. Each individual has the hospital right to work in an environment a workplace which promotes respectful interactions and is free from unwanted personal discrimination, harassment, sexual harassment or abuse of authority, and agree that any of the aforementioned actions will not be tolerated in the workplaceaggression. (b) Cases of proven personal harassment, sexual harassment or abuse of authority Harassment is restricted to any grounds prohibited by a person employed in the hospital is considered a disciplinary infraction and will be dealt with as suchOntario Human Rights Code. (ac) Personal harassment means any improper behavior by Harassment is defined as a person employed in the hospital course of unwelcomed comments or conduct that is directed at and offensive to another person employed in the hospital, and which the first person knew known or ought reasonably to have be known would to be unwelcomevexatious. Personal Every person who is a staff member has the right to freedom from harassment comprises objectionable in the workplace by the Employer or any other person because or race, ancestry, place of origin, colour, ethnic origin, citizenship, religion, creed, sex, age, record of offence, marital status, family status, disability, and sexual orientation. d) Harassment shall include, but not limited to: • Repeated, intentional, and offensive comments; • Actions deliberately designed to demean and belittle an individual; • Behaviour that is repetitive in the form of hostile conduct, comment derogatory verbal comments, and actions or display gestures that demeans, belittles or causes personal humiliation, or embarrassment to the recipient. This includes harassment as described in Section 14 of the Yukon Human Rights Act. (b) Sexual harassment means any conduct, comment, gesture or contact of a sexual nature: (i) That might reasonably be expected to cause offense or humiliation; or (ii) That might reasonably be perceived as placing a condition of a sexual nature on employment or on any opportunity for training or promotion. (c) Abuse of authority means an individual’s improper use of power and authority inherent in the position held, by means of intimidation, threats, blackmail or coercion. This comprises actions which endanger demeans an employee’s jobdignity and results in a harmful work environment for the employee. e) Harassment is defined as deliberate gestures, undermine an employee’s ability comments, questions, representations, or other behaviours that ought reasonably to perform be known to be unwelcomed by the job or threaten recipient and which serve no legitimate workplace purpose. Notwithstanding the economic livelihood of an employee. Howeverabove, it shall harassment must not include be confused with the legitimate normal exercise of an individualthe Employer’s supervisory power or authoritymanagement rights to supervise, provide performance feedback to employees, assign tasks, and take disciplinary action. (af) Any level in Where a bargaining unit member complain of harassment by another bargaining unit member, the grievance procedure employee shall submit a written complaint to the Employer with a copy to 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 waived if accompanied by a ▇▇▇▇▇▇▇. If the complaint directly or indirectly involves the complainant’s Supervisor or a ▇▇▇▇▇▇▇, the employee may contact an alternate person hearing 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, the employee is entitled to file a grievance is under the subject terms of the complaint. (b) Grievances under this Article will be handled with all possible confidentiality and dispatched by the Union and the Employer. 13.04 An alleged offender shall be given notice of the substance of a complaint under this Article and shall be given notice of and be entitled to attend, participate in, and be represented at any grievance hearing or any arbitration under 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 practicing privileges in the facility are informed that harassment, including sexual harassment, in the workplace, is an offence under the Law.

Harassment. (a) The EmployerUnion and the Employer recognize that right of employees to be treated fairly in a workplace free of personal or sexual harassment. Therefore, the employees Union and the Union recognize the right Employer agree to co-operate in resolving any complaints of all persons employed at the hospital to work in an environment free from unwanted personal harassment, sexual harassment or abuse of authority, and agree that any of the aforementioned actions will not be tolerated which may arise in the workplace. (b) Cases of proven personal harassment, sexual harassment or abuse of authority by a person employed in the hospital is considered a disciplinary infraction and will be dealt with as such. (a) Personal harassment means shall be defined as: i) any improper behavior by a person employed which denies individuals their dignity and respect and/or ii) that is offensive, embarrassing and humiliating to said individual iii) personal harassment of another Employee in carrying out the duties or in the hospital that is directed provision of their services in any form and at and offensive any level, whether it be colleague to another person employed in the hospitalcolleague, and which the first person knew or ought reasonably supervisor to have known would be unwelcome. Personal harassment comprises objectionable conduct, comment or display that demeans, belittles or causes personal humiliationsubordinate, or embarrassment subordinate to the recipient. This includes harassment as described in Section 14 of the Yukon Human Rights Actsupervisor constitutes a disciplinary infraction. (bc) Sexual harassment means any conduct, comment, gesture or contact of a sexual natureshall be defined as: (i) That might reasonably be expected an act which involves favours or advantages in return for submission to cause offense or humiliation; or (sexual advantages; ii) That might reasonably reprisals or threats for rejection of sexual advances by either employees or management representatives; iii) sexual harassment shall be perceived treated as placing a condition serious offence, subject to disciplinary measures, up to and including termination; d) Personal and sexual harassment could consist of a sexual nature on either verbal or physical conduct when submission to, or rejection of, such conduct forms the basis for decisions affecting employment or on any opportunity for training which such conduct creates an intimidating, hostile, or promotion.offensive working environment; (ce) Abuse of authority means an individual’s improper use of power and authority inherent in Complaints under the position held, by means of intimidation, threats, blackmail or coercion. This comprises actions which endanger an employee’s job, undermine an employee’s ability to perform the job or threaten the economic livelihood of an employee. However, it shall not include the legitimate exercise of an individual’s supervisory power or authority. (a) Any level in the grievance procedure shall be waived if a person hearing the grievance is the subject of the complaint. (b) Grievances under this Article will be handled with all possible confidentiality and dispatched dispatch by either of: i) the Union union's Labour Relations Officer and/or designate may convene a meeting with the Chief Executive Officer to discuss said allegations, and failing resolution under this clause; ii) the Employer. 13.04 An alleged offender shall be given notice Employee may initiate a grievance under this clause at any step of the substance of a complaint grievance procedure. Grievances under this Article and shall clause will be given notice of and be entitled to attend, participate in, and be represented at any grievance hearing or any arbitration under this Collective Agreementhandled within thirty (30) days.

Harassment. (a) 60.01 The EmployerAlliance, the employees and the Union Employer recognize that every employee can expect to be treated fairly in the right of all persons employed at the hospital to work workplace in an environment free from unwanted personal harassment, sexual harassment or abuse of authoritydiscrimination, and agree that any of the aforementioned actions personal or sexual harassment. Any behaviour which denies individuals their dignity and respect and is offensive, embarrassing, humiliating will not be tolerated tolerated. Harassment of another employee or of a University client carrying out duties or providing goods, services, facilities, or accommodation constitutes an infraction which may result in the workplacedisciplinary action up to and including discharge and termination of employment for cause. The use of authority or position to intimidate, coerce or harass is strictly forbidden. (b) Cases of proven personal harassment, sexual harassment or abuse of authority by a person employed in the hospital is considered a disciplinary infraction and will be dealt with as such. (a) 60.02 Personal harassment means is any improper behavior behaviour by a any person employed in the hospital that is directed at and is offensive to an employee or endangers an employee’s job, undermines the performance of that job, or threatens the economic livelihood of the employee. It is behavior either in comment or conduct, that is unsolicited, and is known or ought reasonably to be known as unwelcome, which demeans or humiliates another person employed in the hospitalperson, and which denies individuals their dignity and respect. Personal harassment includes, but is not limited to, abusive or belittling remarks or jokes, goading, sarcasm, speaking loudly in a threatening angry, intimidating and/or aggressive tone, swearing, and other actions that are disruptive to work production and the first physical or psychological well-being of others. Sexual harassment is comprised of offensive sexual comments, gestures, or physical contact that a person knew or reasonably ought reasonably to have known would be unwelcomedeemed objectionable or offensive, either on a one-time basis or in a continuous series of incidents, however minor. Personal Generally, sexual harassment comprises objectionable conduct, comment or display that demeans, belittles or causes personal humiliation, or embarrassment to the recipient. This includes harassment as described in Section 14 of the Yukon Human Rights Act. (b) Sexual harassment means any conduct, comment, gesture or contact of a sexual nature: (i) That might reasonably be expected to cause offense or humiliation; or (ii) That might reasonably be perceived as placing a condition is behaviour of a sexual nature on employment that is deliberate and unsolicited that a person knew or on any opportunity for training reasonably ought to have known would be deemed objectionable or promotion. (c) offensive. Sexual harassment is coercive and one-sided and both males and females can be victims of it. Abuse of authority means occurs when an individual’s improper use individual uses their authority or position with its implicit power to undermine, sabotage or otherwise interfere with or influence the career of power and authority inherent another employee or in the position held, by means provisions of goods and services to the public. This definition includes blatant acts of misuse of authority such as intimidation, threats, blackmail or blackmail, and coercion. This comprises actions which endanger an employee’s job, undermine an employee’s ability to perform the job or threaten the economic livelihood of an employee. However, it shall the abuse of authority does not include the legitimate exercise of an individual’s individual supervisory power or powers and authority. In investigating harassment allegations, the test of whether harassment has occurred will be that a “reasonable person” would conclude harassment had occurred. (a) An employee who believes that they have been harassed may file a Grievance within ninety (90) working days of the alleged harassment. (b) Any level in the grievance procedure shall be waived if a the person hearing the grievance Grievance is the subject of the complaint. (bc) Grievances under this Article will For further clarification, a grievance meeting shall be handled with all possible confidentiality and dispatched by convened within thirty (30) working days of the date of filing the Grievance, unless the Union and the EmployerEmployer have mutually agreed to an extension. 13.04 An alleged offender (d) Article 13.18 shall be given notice apply to any person including employees of the substance Bargaining Unit, regardless of whether or not they are acting in a complaint managerial or confidential capacity. (e) The Employer and the Union agree to exchange relevant information resulting from a Grievance filed under this Article and shall Article. In such instances, confidentiality must be given notice maintained. 60.04 During the life of and be entitled this agreement, the Employer agrees to attend, participate in, and be represented at any grievance hearing or any arbitration under this Collective Agreementprovide education related to harassment.

Harassment. (a) 59:01 The Employer, the employees Employer and the Union recognize that harassment may exist in the right of all persons employed at the hospital to work in an environment free from unwanted personal harassmentworkplace, sexual harassment or abuse of authorityhowever, and both agree that any of the aforementioned actions harassment will not be tolerated in the workplacetolerated. The parties agree that employees are entitled to a respectful and safe workplace which is free from discrimination, harassment and violence. 59:02 Harassment shall be defined as: (a) A course of unwelcome and offensive comments, behaviours or actions which offend, abuse, humiliate, demean, or cause loss of dignity. (b) Cases of proven personal harassment, Unwanted sexual harassment or abuse of authority by a person employed in the hospital is considered a disciplinary infraction and will be dealt with as such. (a) Personal harassment means any improper behavior by a person employed in the hospital that is directed at and offensive to another person employed in the hospital, and which the first person knew or ought reasonably to have known would be unwelcome. Personal harassment comprises objectionable conduct, comment or display that demeans, belittles or causes personal humiliation, or embarrassment to the recipient. This includes harassment as described in Section 14 of the Yukon Human Rights Act. (b) Sexual harassment means any conduct, comment, gesture or contact attention of a sexual nature: (i) That might reasonably be expected persistent or abusive nature by one employee to cause offense or humiliation; or (ii) That might reasonably be perceived as placing a condition of a sexual nature on employment or on any opportunity for training or promotionanother. (c) Abuse An implied or expressed promise of authority means an individual’s improper use of power and authority inherent reward for complying with a sexually oriented request. (d) An implied or expressed statement that compliance with a sexually oriented request is expected in order to maintain existing benefits. (e) An implied or expressed threat or reprisal, in the position heldform of actual reprisal or the denial of opportunity, for refusal to comply with a sexually oriented request. (f) Sexually oriented behaviour that creates a negative psychological and emotional environment for work. 59:03 Where an employee is of the opinion that he or she has been or is being harassed by means another employee, the employee may forward a written complaint directly to their department management or directly to the Director, Employee & Labour Relations in Human Resources. The complaint shall be marked “Personal and Confidential”. 59:04 The Labour Relations team will endeavour to resolve the matter in an expeditious and confidential manner. 59:05 The alleged offender shall be entitled to notice of intimidationthe complaint and shall be given the opportunity to respond to the complaint. 59:06 The Vice President, threatsHuman Resources or his/her designate, blackmail or coercion. This comprises actions which endanger an employee’s job, undermine an employee’s ability to perform after the job or threaten complaint has been investigated shall have the economic livelihood of an employee. However, it shall not include the legitimate exercise of an individual’s supervisory power or authority.authority to: (a) Any level in the grievance procedure shall be waived if a person hearing the grievance is the subject of Dismiss the complaint., or (b) Grievances under this Article will Determine the appropriate discipline, and/or (c) Take any action which in his or her opinion may be handled with all possible confidentiality and dispatched by the Union and the Employernecessary. 13.04 An alleged offender shall be given notice of 59:07 Where the substance of Vice President, Human Resources or his/her designate determines that a complaint under this has been made for frivolous or vindictive reasons, he or she shall have the authority to: (a) Take disciplinary action against the complainant and/or (b) Take any action against the complainant which in his or her opinion may be necessary. (c) Any action taken in (a) and (b) above is subject to Article and shall be given notice of and be entitled to attend, participate in, and be represented at any grievance hearing or any arbitration under this Collective Agreement34.

Harassment. (a) 56.01 The EmployerAlliance, the employees and the Union Employer recognize that every employee can expect to be treated fairly in the right of all persons employed at the hospital to work workplace in an environment free from unwanted personal harassment, sexual harassment or abuse of authoritydiscrimination, and agree that any of the aforementioned actions personal or sexual harassment. Any behaviour which denies individuals their dignity and respect and is offensive, embarrassing, humiliating will not be tolerated tolerated. Harassment of another employee or of a College client carrying out duties or providing goods, services, facilities, or accommodation constitutes an infraction which may result in the workplacedisciplinary action up to and including discharge and termination of employment for cause. The use of authority or position to intimidate, coerce or harass is strictly forbidden. (b) Cases of proven personal harassment, sexual harassment or abuse of authority by a person employed in the hospital is considered a disciplinary infraction and will be dealt with as such. (a) 56.02 Personal harassment means is any improper behavior behaviour by a any person employed in the hospital that is directed at and is offensive to an employee or endangers an employee's job, undermines the performance of that job or threatens the economic livelihood of the employee. It is behavior either in comment or conduct, that is unsolicited, and is known or ought reasonably to be known as unwelcome, which demeans or humiliates another person employed and which denies individuals their dignity and respect. Personal harassment includes, but is not limited to, abusive or belittling remarks or jokes, goading, sarcasm, speaking loudly in the hospitala threatening angry, intimidating and/or aggressive tone, swearing, and which other actions that are disruptive to work production and the first physical or psychological well-being of others. Sexual harassment is comprised of offensive sexual comments, gestures or physical contact that a person knew or reasonably ought reasonably to have known would be unwelcomedeemed objectionable or offensive, either on a one-time basis or in a continuous series of incidents, however minor. Personal Generally, sexual harassment comprises objectionable conduct, comment or display that demeans, belittles or causes personal humiliation, or embarrassment to the recipient. This includes harassment as described in Section 14 of the Yukon Human Rights Act. (b) Sexual harassment means any conduct, comment, gesture or contact of a sexual nature: (i) That might reasonably be expected to cause offense or humiliation; or (ii) That might reasonably be perceived as placing a condition is behaviour of a sexual nature on employment that is deliberate and unsolicited that a person knew or on any opportunity for training reasonably ought to have known would be deemed objectionable or promotion. (c) offensive. Sexual harassment is coercive and one- sided and both males and females can be victims of it. Abuse of authority means occurs when an individual’s improper use individual uses their authority or position with its implicit power to undermine, sabotage or otherwise interfere with or influence the career of power and authority inherent another employee or in the position held, by means provisions of goods and services to the public. This definition includes blatant acts of misuse of authority such as intimidation, threats, blackmail or and coercion. This comprises actions which endanger an employee’s job, undermine an employee’s ability to perform the job or threaten the economic livelihood of an employee. However, it shall the abuse of authority does not include the legitimate exercise of an individual’s individual supervisory power or powers and authority. In investigating harassment allegations, the test of whether harassment has occurred will be that a “reasonable person” would conclude harassment had occurred. (a) An employee who believes that they have been harassed may file a Grievance within ninety (90) working days of the alleged harassment. (b) Any level in the grievance Grievance procedure shall be waived if a the person hearing the grievance is the subject of the complaint. (bc) Grievances under this Article will For further clarification, a grievance meeting shall be handled with all possible confidentiality and dispatched by convened within thirty (30) working days of the date of filing the Grievance, unless the Union and the EmployerEmployer have mutually agreed to an extension. 13.04 An alleged offender (d) Clause 12.17 shall be given notice apply to any person including employees of the substance bargaining unit, regardless of whether or not they are acting in a complaint under this Article and shall be given notice of and be entitled to attend, participate in, and be represented at any grievance hearing managerial or any arbitration under this Collective Agreementconfidential capacity.

Harassment. (a) The EmployerWe have published these procedures to inform employees of the type of behaviour that is unacceptable and provide employees who are the victims of personal harassment with a means of redress. We recognise that we have a duty to implement this policy and all employees are expected to comply with it. Harassment is any unwanted physical, verbal or non-verbal conduct based on grounds of age, disability, gender identity, marriage and civil partnership, pregnancy or maternity, race, religion or belief, sex or sexual orientation which affects the employees dignity of anyone at work or creates an intimidating, hostile, degrading, humiliating or offensive environment. A single incident of unwanted or offensive behaviour can amount to harassment. Harassment can take many forms and the Union recognize the right individuals may not always realise that their behaviour constitutes harassment. Examples of all persons employed harassment include: •Insensitive jokes and pranks; •Lewd or abusive comments about appearance; •Deliberate exclusion from conversations; •Displaying abusive or offensive writing or material; •Unwelcome touching; and •Abusive, threatening or insulting words or behaviour. These examples are not exhaustive and disciplinary action at the hospital to work in appropriate level will be taken against employees committing any form of harassment. Bullying is repeated, offensive, abusive, intimidating, insulting or unreasonable behaviour directed towards an environment free from unwanted personal harassmentindividual or a group, sexual harassment which makes the recipient(s) feel threatened, humiliated or abuse vulnerable. Note single incidents of authority, and agree that any of the aforementioned actions bullying will not be tolerated tolerated. Bullying can occur in the workplace and outside of the workplace at events connected to the workplace. (b) Cases , such as social functions or business trips. Bullying can be a form of proven personal harassment and can cause an individual to suffer negative physical and mental effects. Bullying can take the form of physical, verbal and non-verbal conduct. As with harassment, sexual harassment there are many examples of bullying, which can include: •Abusive, insulting or abuse offensive language or comments; •Unjustified criticism or complaints; •Physical or emotional threats; •Deliberate exclusion from workplace activities; •The spreading of authority by misinformation or malicious rumours; and •The denial of access to information, supervision or resources such that it has a person employed in detrimental impact on the hospital is considered a individual or group. These examples are not exhaustive and disciplinary infraction and action at the appropriate level will be dealt with as such. (a) Personal harassment means taken against employees committing any improper behavior by a person employed in the hospital form of bullying. We recognise that is directed at and offensive to another person employed in the hospitalcomplaints of bullying, harassment, and which particularly of sexual harassment, can sometimes be of a sensitive or intimate nature and that it may not be appropriate for you to raise the first issue through our normal grievance procedure. In these circumstances you are encouraged to raise such issues with a senior colleague of your choice (whether or not that person knew has a direct supervisory responsibility for you) as a confidential helper. If you are the victim of minor bullying or ought reasonably to have known would be unwelcome. Personal harassment comprises objectionable conduct, comment or display that demeans, belittles or causes personal humiliation, or embarrassment you should make it clear to the recipientbully or harasser on an informal basis that their behaviour is unwelcome and ask the individual to stop. This includes harassment as described in Section 14 of If you feel unable to do this verbally then you should hand a written request to the Yukon Human Rights Act. (b) Sexual harassment means any conduct, comment, gesture or contact of a sexual nature: (i) That might reasonably be expected to cause offense or humiliation; or (ii) That might reasonably be perceived as placing a condition of a sexual nature on employment or on any opportunity for training or promotion. (c) Abuse of authority means an individual’s improper use of power and authority inherent in the position held, by means of intimidation, threats, blackmail or coercion. This comprises actions which endanger an employee’s job, undermine an employee’s ability to perform the job or threaten the economic livelihood of an employee. However, it shall not include the legitimate exercise of an individual’s supervisory power or authority. (a) Any level in the grievance procedure shall be waived if a person hearing the grievance is the subject of the complaint. (b) Grievances under this Article will be handled with all possible confidentiality and dispatched by the Union and the Employer. 13.04 An alleged offender shall be given notice of the substance of a complaint under this Article and shall be given notice of and be entitled to attend, participate in, and be represented at any grievance hearing or any arbitration under this Collective Agreementyour confidential helper can assist you in this.

Harassment. (a) The Employer, ‌ Both the employees Employer and the Union consider sexual and personal harassment to be reprehensible and are committed to maintaining an environment where such harassment does not exist. To this end, the Union and the Employer recognize the right of all persons employed at the hospital employees to work in an environment which is free from unwanted personal harassment. The parties undertake to investigate alleged occurrences with all possible dispatch. If harassment has taken place, sexual the Employer shall take appropriate action as outlined in its policies against the harasser and shall ensure that the harassment or abuse ceases. The complainant shall be afforded all reasonable protection from repercussions which might result from the complaint. Should the Employer's policies not result in settlement of authoritya complaint to the satisfaction of the complainant, the complainant may refer the matter to the Provincial Human Rights Commission and\or avail of the grievance procedure contained herein. In any event there may be no simultaneous action taken under this provision, and agree that any of grievance should be directed to the aforementioned actions will not be tolerated in the workplace. (b) Cases of proven personal harassment, sexual harassment or abuse of authority by a person employed in the hospital is considered a disciplinary infraction and will be dealt with as suchGeneral Manager for resolution. (a) Personal Sexual harassment means any improper behavior by is comprised of unsolicited comments, gestures or physical contact of a person employed in sexual nature that the hospital that is directed at and offensive to another person employed in the hospital, and which the first person knew individual knows or ought reasonably to have known would know to be unwelcome. Personal harassment comprises objectionable conduct, comment or display that demeans, belittles or causes personal humiliationobjectionable, or embarrassment offensive. Except in gross situations, where an individual takes exception to the recipientactions, behaviour or comments of another individual they should warn the other person that their behaviour is unwanted and must cease. This includes Sexual harassment as described may involve favours or promises of favours with the threat of reprisal for refusing. Sexual harassment can be expressed in Section 14 a number of the Yukon Human Rights Act.ways which may include: - unnecessary touching or patting - suggestive remarks, jokes or behaviour - demands for sexual favours - physical assaults (b) Sexual Personal harassment means is any conduct, comment, gesture or contact of a sexual nature: (i) That might reasonably be expected to cause offense or humiliation; or (ii) That might reasonably be perceived as placing a condition of a sexual nature on employment or on any opportunity for training or promotion. (c) Abuse of authority means an individual’s improper use of power and authority inherent in the position held, by means of intimidation, threats, blackmail or coercion. This comprises actions which endanger an employee’s job, undermine an employee’s ability to perform the job or threaten the economic livelihood behaviour of an employee. Howeveroffensive nature, it shall not include which the legitimate exercise of an individual’s supervisory power harasser knows or authorityought reasonably to know to be unwelcome or threatening. (a) Any level in the grievance procedure shall be waived if a person hearing the grievance is the subject of the complaint. (b) Grievances under this Article will be handled with all possible confidentiality and dispatched by the Union and the Employer. 13.04 An alleged offender shall be given notice of the substance of a complaint under this Article and shall be given notice of and be entitled to attend, participate in, and be represented at any grievance hearing or any arbitration under this Collective Agreement.

Harassment. (‌ a) The Employer, Parties to this collective agreement are committed to the belief that all employees and the Union recognize the have a right of all persons employed at the hospital to work in an environment that is free from unwanted personal any form of harassment. According to the Human Rights Act of British Columbia, every employee has the right to freedom from harassment by a supervisor or other employee because of gender, race, ancestry, place of origin, color, ethnic origin, citizenship, creed, age, record of offences, marital status, family status, sexual harassment orientation or abuse of authority, and agree that any of the aforementioned actions will not be tolerated in the workplacedisability. (b) Cases Harassment for the purpose of proven personal harassment, sexual harassment this policy is defined as comment or abuse of authority by a person employed in the hospital is considered a disciplinary infraction and will be dealt with as such. (a) Personal harassment means any improper behavior by a person employed in the hospital conduct that is directed at and offensive known to another person employed in the hospital, and which the first person knew or ought reasonably to have known would be unwelcome. Personal harassment comprises objectionable conduct, comment It interferes with an individual's work or display that demeans, belittles creates an intimidating or causes personal humiliation, or embarrassment to the recipient. This includes harassment as described in Section 14 of the Yukon Human Rights Actunpleasant work environment. (b) Sexual harassment means any conduct, comment, gesture or contact of a sexual nature: (i) That might reasonably be expected to cause offense or humiliation; or (ii) That might reasonably be perceived as placing a condition sexual Harassment: includes unwelcome sexual advances, requests for sexual favors, comments of a sexual nature on employment made either directly to the employee or on any opportunity for training made to others in reference to the employee or promotionother unwelcome sexual conduct. (cii) Abuse of authority means an individual’s improper use of power and authority inherent in the position heldpersonal Harassment: includes derogatory comments, by means of intimidationtaunts, threats, blackmail jokes or coercionjeers about race, color, national ethnic origin, religion, age, disability, citizenship, record of offences, marital or family status, gender or sexual orientation. iii) protection against harassment extends to incidents occurring at or away from the workplace, during or outside working hours, and includes incidents related to client, resident, patient or visitor contact, provided the acts are committed within the course or arising out of the employment relationship. iv) harassment does not include actions occasioned through exercising in good faith the Company’s managerial/supervisory rights and responsibilities. c) There is an initial responsibility on the part of the person who is allegedly being harassed to attempt to control the situation before proceeding further. This comprises actions which endanger an employee’s job, undermine an employee’s ability to perform the job or threaten the economic livelihood of an employee. HoweverTherefore, it shall not include should be indicated to the legitimate exercise of an individual’s supervisory power harasser in a clear, direct and firm way that the comments or authorityactions concerned are considered offensive. d) If the activity or behavior does not stop after the person has been approached, or the complainant does not feel comfortable speaking with the person directly, the complainant should raise the issue with the General Manager or the Operations Manager. e) The complainant should keep a detailed written record of the event(s) including the name, place, date, time, witnesses (aif any) Any level and details of the offensive behavior. f) Management will take the following steps to resolve the complaint (the exact sequence of interviews to be determined by the Company as reasonable in the grievance procedure shall be waived if circumstances). i) appoint a person hearing the grievance is the subject of Manager to investigate the complaint. ii) assure the complainant that an objective examination of the complaint shall take place immediately. iii) advise the person alleged to be responsible that a complaint has been lodged. ▇▇) interview the complainant and the person(s) alleged to be responsible (bthe respondent) Grievances under this Article as soon as possible. The Company may decide to exercise a precautionary suspension on full pay pending completion of the investigation and, if appropriate, any disciplinary measures which follow. v) interview any witnesses. vi) document the situation clearly and completely. vii) require its Manager to render a decision as soon as possible and advise the Parties of the action to be taken, if any. If it is determined that a form of harassment has occurred, disciplinary measures, as appropriate, will be handled taken following consultation with all possible confidentiality and dispatched by the Union and the EmployerGeneral Manager or Operations Manager. Such measures may include: counseling, oral reprimand, written reprimand, transfer, suspension without pay for a period of time, demotion, or termination. 13.04 An alleged offender shall viii) ensure that all information concerning the case be given notice of the substance kept confidential. ix) retain a record of a complaint under this Article and in the complainant's file if it is determined that the complaint was frivolous or vexatious. Records relating to frivolous or vexatious complaints shall be given notice removed from the respondent's file and any reference identifying the respondent from the complainant's file shall also be removed. If a complaint is determined to be made in bad faith then disciplinary measures as appropriate will be taken. Such measures may include: counseling, oral reprimand, written reprimand, transfer, suspension without pay for a period of and be entitled to attendtime, participate indemotion, and be represented at any grievance hearing or any arbitration under this Collective Agreementtermination. g) Where either the complainant or the respondent, in conjunction with the Union, is not satisfied with the Manager’s decision, the Union will put an appeal, within ten

Harassment. (a) The Employer, Every person in the employees and the Union recognize workplace has the right of all persons employed at the hospital to work in an environment be free from unwanted personal harassment, sexual or otherwise. The Company wants to provide a harassment free environment at all Company workplaces. Mutual respect must be the basis of interaction among people in addition to co-operation and understanding. The Union and the Company will neither tolerate nor condone behaviour that is likely to undermine the dignity or abuse self-esteem of authorityan individual, or create an intimidating, hostile or offensive environment. Harassment creates feelings of uneasiness, humiliation and agree that any discomfort. It is an expression of perceived power and superiority by the aforementioned actions will not be tolerated in harasser(s) over another person, usually for reasons over which the workplace. (b) Cases of proven personal harassmentvictim has little or no control: sex, race, age, creed, colour, marital status, sexual harassment orientation or abuse gender identity, disability, political or religious affiliation, or place of authority by a person employed in the hospital national origin. Harassment is considered a disciplinary infraction and will be dealt with defined generally as such. (a) Personal harassment means any improper behavior by a person employed in the hospital course of vexatious comment or conduct that is directed at and offensive to another person employed in the hospital, and which the first person knew known or ought reasonably to have be known would to be unwelcome. Personal harassment comprises objectionable conductEssentially, any comment or display action of a sexual, racial, religious, ethnic or other discriminatory nature that demeansendangers another individual’s continued employment, belittles or causes personal humiliationthat negatively affects their work performance, or embarrassment that undermines their sense of personal identity may constitute harassment. No employee, supervisor or member of management shall permit or facilitate any form of sexual or personal harassment. In this regard, the Company will make every reasonable effort to ensure that no employee is subjected to any form of harassment. The Company will also not tolerate abusive or obscene language, racial statements, racist graffiti, slurs, jokes, innuendoes, offensive cartoons, literature including articles, pictures and posters, pranks, communicated either personally, on the recipienttelephone, or via the computer directed towards employees, management, customers and suppliers. This includes harassment For the purposes of this policy, the workplace is defined to include not only the regular place of work, but also outside work assignments, work-related conferences or training transmitted via phone calls or internet use. Should the Company become aware of any instance of harassment, the Company will initiate a comprehensive investigation and impose such disciplinary measures as described it deems necessary. Sexual Harassment All employees have the absolute right to engage in Section 14 employment free of the Yukon Human Rights Act. (b) sexual harassment, and accordingly, reject any inappropriate or unwanted remarks, advances, or form of physical contact for any reason at any time. Sexual harassment means any conductis defined generally as one or a series of incidents involving unwanted attention of a sexual nature such as remarks about appearance or personal life, commentoffensive written or visual actions like graffiti or degrading pictures, gesture unwelcome sexual advances, requests for sexual favours, or contact other verbal or physical conduct of a sexual nature: (i) That 1. When such conduct is unwelcome and might reasonably be expected to be the cause offense of insecurity, discomfort, offence or humiliation; ; 2. When submission to such conduct is made implicitly or (ii) That might reasonably be perceived as placing explicitly a condition of employment, or where submission or rejection of such conduct is used as a basis for any employment decision; or 3. When such conduct has the effect of interfering with a person’s work performance or creating an intimidating, hostile or offensive work environment. Various types of conduct which constitute sexual harassment include: • Someone who has authority or power over you making unwanted sexual advances or demands; • Someone who has authority or power over you denying or threatening to deny you a benefit, or punishing or threatening to punish you, for refusing a sexual request; • Someone making comments or engaging in behaviour of a sexual nature that he or she knew or should have reasonably known would not be welcome by you. Examples of behaviour that constitutes sexual harassment include: • Leering, or suggestive and inappropriate gestures; • Displaying sexually offensive material • Sexually suggestive or obscene comments and gestures; • Requests for sexual favours; • Unwelcome remarks, jokes, innuendoes, propositions; • Taunting about your body, attire, sex, or sexual orientation; • Physical contact of a sexual nature such as touching or caressing; • Sexual assault; • Verbal abuse or threats. Personal Harassment Personal harassment is also a form of discrimination. It includes unwelcome comments or conduct that offends on employment the basis of a person’s race, religion, age, sexual orientation, ethnic origin, colour, physical or mental disability, marital status, family status, or other inappropriate grounds (“protected grounds”). Types of conduct which constitute personal harassment include: • Hostile, intimidating, derogatory or offensive comments or conduct base on any opportunity for training or promotion. (c) Abuse of authority means an individual’s improper use of power and authority inherent in the position held, by means of intimidation, threats, blackmail or coercion. This comprises actions which endanger an employee’s job, undermine an employee’s ability to perform the job or threaten the economic livelihood of an employee. However, it shall not include the legitimate exercise of an individual’s supervisory power or authority. (a) Any level in the grievance procedure shall be waived if a person hearing the grievance is the subject one of the complaintprotected grounds; • Hostile behavior not necessarily referring to your colour, religion, etc. but directed at you because of your membership in a protected group. (b) Grievances under this Article will be handled with all possible confidentiality and dispatched by the Union and the Employer. 13.04 An alleged offender shall be given notice of the substance of a complaint under this Article and shall be given notice of and be entitled to attend, participate in, and be represented at any grievance hearing or any arbitration under this Collective Agreement.

Harassment. (a) The Employer, Every person in the employees and the Union recognize workplace has the right of all persons employed at the hospital to work in an environment be free from unwanted personal harassment, sexual or otherwise. The Company wants to provide a harassment free environment at all Company workplaces. Mutual respect must be the basis of interaction among people in addition to co-operation and understanding. The Union and the Company will neither tolerate nor condone behaviour that is likely to undermine the dignity or abuse self- esteem of authorityan individual, or create an intimidating, hostile or offensive environment. Harassment creates feelings of uneasiness, humiliation and agree that any discomfort. It is an expression of perceived power and superiority by the aforementioned actions will not be tolerated in harasser(s) over another person, usually for reasons over which the workplace. (b) Cases of proven personal harassmentvictim has little or no control: sex, race, age, creed, colour, marital status, sexual harassment orientation or abuse gender identity, disability, political or religious affiliation, or place of authority by a person employed in the hospital national origin. Harassment is considered a disciplinary infraction and will be dealt with defined generally as such. (a) Personal harassment means any improper behavior by a person employed in the hospital course of vexatious comment or conduct that is directed at and offensive to another person employed in the hospital, and which the first person knew known or ought reasonably to have be known would to be unwelcome. Personal harassment comprises objectionable conductEssentially, any comment or display action of a sexual, racial, religious, ethnic or other discriminatory nature that demeansendangers another individual’s continued employment, belittles or causes personal humiliationthat negatively affects their work performance, or embarrassment that undermines their sense of personal identity may constitute harassment. No employee, supervisor or member of management shall permit or facilitate any form of sexual or personal harassment. In this regard, the Company will make every reasonable effort to ensure that no employee is subjected to any form of harassment. The Company will also not tolerate abusive or obscene language, racial statements, racist graffiti, slurs, jokes, innuendoes, offensive cartoons, literature including articles, pictures and posters, pranks, communicated either personally, on the recipienttelephone, or via the computer directed towards employees, management, customers and suppliers. This includes harassment For the purposes of this policy, the workplace is defined to include not only the regular place of work, but also outside work assignments, work-related conferences or training transmitted via phone calls or internet use. Should the Company become aware of any instance of harassment, the Company will initiate a comprehensive investigation and impose such disciplinary measures as described it deems necessary. All employees have the absolute right to engage in Section 14 employment free of the Yukon Human Rights Act. (b) sexual harassment, and accordingly, reject any inappropriate or unwanted remarks, advances, or form of physical contact for any reason at any time. Sexual harassment means any conductis defined generally as one or a series of incidents involving unwanted attention of a sexual nature such as remarks about appearance or personal life, commentoffensive written or visual actions like graffiti or degrading pictures, gesture unwelcome sexual advances, requests for sexual favours, or contact other verbal or physical conduct of a sexual nature: (i) That 1. When such conduct is unwelcome and might reasonably be expected to be the cause offense of insecurity, discomfort, offence or humiliation; ; 2. When submission to such conduct is made implicitly or (ii) That might reasonably be perceived as placing explicitly a condition of employment, or where submission or rejection of such conduct is used as a basis for any employment decision; or 3. When such conduct has the effect of interfering with a person’s work performance or creating an intimidating, hostile or offensive work environment. Various types of conduct which constitute sexual harassment include: • Someone who has authority or power over you making unwanted sexual advances or demands; • Someone who has authority or power over you denying or threatening to deny you a benefit, or punishing or threatening to punish you, for refusing a sexual request; • Someone making comments or engaging in behaviour of a sexual nature on employment that he or on any opportunity she knew or should have reasonably known would not be welcome by you. Examples of behaviour that constitutes sexual harassment include: • Leering, or suggestive and inappropriate gestures; • Displaying sexually offensive material • Sexually suggestive or obscene comments and gestures; • Requests for training sexual favours; • Unwelcome remarks, jokes, innuendoes, propositions; • Taunting about your body, attire, sex, or promotion. (c) Abuse of authority means an individual’s improper use of power and authority inherent in the position held, by means of intimidation, threats, blackmail or coercion. This comprises actions which endanger an employee’s job, undermine an employee’s ability to perform the job or threaten the economic livelihood of an employee. However, it shall not include the legitimate exercise of an individual’s supervisory power or authority. (a) Any level in the grievance procedure shall be waived if a person hearing the grievance is the subject of the complaint. (b) Grievances under this Article will be handled with all possible confidentiality and dispatched by the Union and the Employer. 13.04 An alleged offender shall be given notice of the substance sexual orientation; • Physical contact of a complaint under this Article and shall be given notice of and be entitled to attend, participate in, and be represented at any grievance hearing sexual nature such as touching or any arbitration under this Collective Agreementcaressing; • Sexual assault; • Verbal abuse or threats.

Harassment. (a) The Employer, Every person in the employees and the Union recognize workplace has the right of all persons employed at the hospital to work in an environment be free from unwanted personal harassment, sexual or otherwise. The Company wants to provide a harassment free environment at all Company workplaces. Mutual respect must be the basis of interaction among people in addition to co- operation and understanding. The Union and the Company will neither tolerate nor condone behaviour that is likely to undermine the dignity or abuse self-esteem of authorityan individual, or create an intimidating, hostile or offensive environment. Harassment creates feelings of uneasiness, humiliation and agree that any discomfort. It is an expression of perceived power and superiority by the aforementioned actions will not be tolerated in harasser(s) over another person, usually for reasons over which the workplace. (b) Cases of proven personal harassmentvictim has little or no control: sex, race, age, creed, colour, marital status, sexual harassment orientation or abuse gender identity, disability, political or religious affiliation, or place of authority by a person employed in the hospital national origin. Harassment is considered a disciplinary infraction and will be dealt with defined generally as such. (a) Personal harassment means any improper behavior by a person employed in the hospital course of vexatious comment or conduct that is directed at and offensive to another person employed in the hospital, and which the first person knew known or ought reasonably to have be known would to be unwelcome. Personal harassment comprises objectionable conductEssentially, any comment or display action of a sexual, racial, religious, ethnic or other discriminatory nature that demeansendangers another individual’s continued employment, belittles or causes personal humiliationthat negatively affects their work performance, or embarrassment that undermines their sense of personal identity may constitute harassment. No employee, supervisor or member of management shall permit or facilitate any form of sexual or personal harassment. In this regard, the Company will make every reasonable effort to ensure that no employee is subjected to any form of harassment. The Company will also not tolerate abusive or obscene language, racial statements, racist graffiti, slurs, jokes, innuendoes, offensive cartoons, literature including articles, pictures and posters, pranks, communicated either personally, on the recipienttelephone, or via the computer directed towards employees, management, customers and suppliers. This includes harassment For the purposes of this policy, the workplace is defined to include not only the regular place of work, but also outside work assignments, work-related conferences or training transmitted via phone calls or internet use. Should the Company become aware of any instance of harassment, the Company will initiate a comprehensive investigation and impose such disciplinary measures as described it deems necessary. Sexual Harassment All employees have the absolute right to engage in Section 14 employment free of the Yukon Human Rights Act. (b) sexual harassment, and accordingly, reject any inappropriate or unwanted remarks, advances, or form of physical contact for any reason at any time. Sexual harassment means any conductis defined generally as one or a series of incidents involving unwanted attention of a sexual nature such as remarks about appearance or personal life, commentoffensive written or visual actions like graffiti or degrading pictures, gesture unwelcome sexual advances, requests for sexual favours, or contact other verbal or physical conduct of a sexual nature: (i) That 1. When such conduct is unwelcome and might reasonably be expected to be the cause offense of insecurity, discomfort, offence or humiliation; ; 2. When submission to such conduct is made implicitly or (ii) That might reasonably be perceived as placing explicitly a condition of employment, or where submission or rejection of such conduct is used as a basis for any employment decision; or 3. When such conduct has the effect of interfering with a person’s work performance or creating an intimidating, hostile or offensive work environment. Various types of conduct which constitute sexual harassment include: • Someone who has authority or power over you making unwanted sexual advances or demands; • Someone who has authority or power over you denying or threatening to deny you a benefit, or punishing or threatening to punish you, for refusing a sexual request; • Someone making comments or engaging in behaviour of a sexual nature that he or she knew or should have reasonably known would not be welcome by you. Examples of behaviour that constitutes sexual harassment include: • Leering, or suggestive and inappropriate gestures; • Displaying sexually offensive material • Sexually suggestive or obscene comments and gestures; • Requests for sexual favours; • Unwelcome remarks, jokes, innuendoes, propositions; • Taunting about your body, attire, sex, or sexual orientation; • Physical contact of a sexual nature such as touching or caressing; • Sexual assault; • Verbal abuse or threats. Personal Harassment Personal harassment is also a form of discrimination. It includes unwelcome comments or conduct that offends on employment the basis of a person’s race, religion, age, sexual orientation, ethnic origin, colour, physical or mental disability, marital status, family status, or other inappropriate grounds (“protected grounds”). Types of conduct which constitute personal harassment include: • Hostile, intimidating, derogatory or offensive comments or conduct base on any opportunity for training or promotion. (c) Abuse of authority means an individual’s improper use of power and authority inherent in the position held, by means of intimidation, threats, blackmail or coercion. This comprises actions which endanger an employee’s job, undermine an employee’s ability to perform the job or threaten the economic livelihood of an employee. However, it shall not include the legitimate exercise of an individual’s supervisory power or authority. (a) Any level in the grievance procedure shall be waived if a person hearing the grievance is the subject one of the complaintprotected grounds; • Hostile behavior not necessarily referring to your colour, religion, etc. but directed at you because of your membership in a protected group. (b) Grievances under this Article will be handled with all possible confidentiality and dispatched by the Union and the Employer. 13.04 An alleged offender shall be given notice of the substance of a complaint under this Article and shall be given notice of and be entitled to attend, participate in, and be represented at any grievance hearing or any arbitration under this Collective Agreement.

Harassment. (a) The EmployerEngaging in any unwelcome, the employees and the Union recognize the right of all persons employed at the hospital to work in an environment free from unwanted personal harassment, sexual harassment conduct or abuse of authority, and agree making comments that any of the aforementioned actions will not be tolerated in the workplace. (b) Cases of proven personal harassment, sexual harassment or abuse of authority by a person employed in the hospital is considered a disciplinary infraction and will be dealt with as such. (a) Personal harassment means any improper behavior by a person employed in the hospital that is directed at and offensive to another person employed in the hospital, and which the first person knew are known or ought reasonably to be known to demean, humiliate or offend a person, or puts sexual conditions on a person which they do not welcome. Harassment and discrimination is not about what the person said or did it is about how it makes another person feel. You may only have intended to be funny, but made someone else uncomfortable then harassment has occurred and must be rectified. SEXUAL HARASSMENT: Sexual harassment can create feelings of uneasiness, humiliation, and discomfort because of the perceived power and superiority of the harasser over the victim of harassment. Sexual harassment is illegal discrimination in Canada. It is commonly defined as: UNWANTED SEXUAL ATTENTION: of a persistent or abusive nature, made by a person who knows or reasonably ought to have known would be unwelcomethat such attention is unwanted. Personal harassment comprises objectionable conduct, comment or display that demeans, belittles or causes personal humiliation, or embarrassment IMPLIED OR EXPRESSED PROMISES OF BENEFITS: for granting sexual favours. IMPLIED OR EXPRESSED THREATS OR REPRISALS: for refusing to the recipientcomply with sexual oriented requests. This includes harassment as described in Section 14 of the Yukon Human Rights Act. (b) Sexual harassment means any conduct, comment, gesture or contact of a sexual nature: (i) That might reasonably be expected to cause offense or humiliation; or (ii) That might REMARKS OR BEHAVIOUR OF A SEXUAL NATURE: which may reasonably be perceived as placing creating a condition negative, intimidating, hostile or offensive environment, including but not limited to contact such as touching, propositions, lewd comments and displays of pornographic material etc. ABUSIVE WORK ENVIRONMENT: can be created by the comments or actions of any person regardless of their position of authority or status in a given environment. It may prohibit an individual from seeking assistance or being free to end a situation of harassment or discrimination, because of a sexual nature on employment fear of intimidation or on any opportunity for training fear of reprisal. RACISM: Harassment because of race, colour, or promotion. (c) Abuse of authority means ancestry. May be linked to an individual’s improper use place of power and authority inherent in the position heldorigin, by means of intimidationreligion, threatscitizenship, blackmail or coercionethnic origin. This comprises actions which endanger an employee’s job, undermine an employee’s ability to perform the job or threaten the economic livelihood of an employee. However, it shall not include the legitimate exercise of an individual’s supervisory power or authority. (a) Any level in the grievance procedure shall be waived if a person hearing the grievance is the subject of the complaint. (b) Grievances under this Article will be handled with all possible confidentiality and dispatched by the Union and the Employer. 13.04 An alleged offender shall be given notice of the substance of a complaint under this Article and shall be given notice of and be entitled to attend, participate in, and be represented at any grievance hearing or any arbitration under this Collective Agreement.FOR THE UNION FOR THE COMPANY

Harassment. (a) The Employer, the employees Employer and the Union recognize the right of all persons employed at the hospital employees to work in an environment free from unwanted personal harassment, sexual harassment or abuse of authority, . The parties agree to ▇▇▇▇▇▇ and agree promote such an environment. To that any of end both parties subscribe to the aforementioned actions will not be tolerated principles and purposes set out in The Salvation Army Canada and Bermuda Territory Respect in the workplaceWorkplace Policy. (b) Cases The parties agree that substantiated cases of proven personal harassmentharassment may be cause for discipline, sexual harassment or abuse of authority by a person employed in the hospital is considered a disciplinary infraction up to and will be dealt with as such. (a) Personal harassment means any improper behavior by a person employed in the hospital that is directed at and offensive to another person employed in the hospital, and which the first person knew or ought reasonably to have known would be unwelcome. Personal harassment comprises objectionable conduct, comment or display that demeans, belittles or causes personal humiliation, or embarrassment to the recipient. This includes harassment as described in Section 14 of the Yukon Human Rights Act. (b) Sexual harassment means any conduct, comment, gesture or contact of a sexual nature: (i) That might reasonably be expected to cause offense or humiliation; or (ii) That might reasonably be perceived as placing a condition of a sexual nature on employment or on any opportunity for training or promotionincluding dismissal. (c) Abuse An employee complaining of authority means an individual’s improper use of power and authority inherent harassment is encouraged to address their concerns directly with the person(s) engaging in the position heldconduct. If unwilling or unable to resolve the matter in this manner, by means of intimidationthe complainant may refer the matter to their manager or the Executive Director, threats, blackmail or coercion. This comprises actions which endanger an employee’s job, undermine an employee’s ability who will investigate the matter and attempt to perform resolve the job or threaten the economic livelihood of an employee. However, it shall not include the legitimate exercise of an individual’s supervisory power or authorityissue informally. (ad) Any level in If the matter is not resolved informally the complainant may either file a formal complaint with BC Divisional Employee Relations/Human Resources or submit the matter to the grievance procedure shall be waived if a person hearing the grievance is the subject of the complaintat Step 2. (be) Grievances under Formal complaints alleging harassment should be submitted in writing within six months of the latest alleged occurrence. Upon receipt of a formal complaint, the Employer shall notify in writing the union staff representative. Complaints of this Article will nature shall be handled with all possible confidentiality and dispatched treated in strict confidence by both the Union and the Employer. 13.04 (f) An alleged offender harasser (respondent) shall be given notice of the substance of a complaint under this Article article and shall be given notice of entitled to union representation and be entitled to attend, and participate inin any hearing. (g) Harassment is defined as deliberate actions that ought reasonably to be known as unwelcome by the recipient and which serve no legitimate work purpose, toward an individual or individuals by the employees of the Employer, on any of the prohibited grounds of discrimination under the Human Rights Code of British Columbia. Harassment also includes types and examples of harassment as defined in the policy including Discriminatory, Psychological, Sexual and Personal Harassment. (h) Management actions which are conducted in a respectful manner, including measures to correct performance deficiencies or to impose discipline for workplace infractions, do not constitute harassment. (i) Both genders can be victims/offenders of sexual harassment directed toward either men or women. (j) This definition of harassment is not meant to inhibit workplace interactions or relationships. (k) Protection against harassment extends to incidents occurring at or away from the workplace, during or outside working hours, and be represented includes incidents relating to client or resident contact, provided the acts are committed within the course of the employment relationship. (l) The Employer agrees to maintain The Salvation Army Canada and Bermuda Territory Respect in the Workplace Policy including the requirement for employees to participate in mandatory harassment training. Prior to the implementation of any national changes or amendments at any grievance hearing or any arbitration under this Collective AgreementSouthview Heights and Terrace, the Employer shall consult with the Union and the parties shall mutually agree to the changes. (m) In addition to the procedures outlined above complainants retain their right to file complaints directly with the Human Rights Tribunal of British Columbia.

Harassment. ‌ (a) The Employer, the employees and the Union recognize the right of all persons employed at the hospital to work in an environment free from unwanted personal harassment, sexual harassment or abuse of authority, and agree that any of the aforementioned actions will not be tolerated in the workplace. (b) Cases of proven personal harassment, sexual harassment or abuse of authority by a person employed in the hospital is considered a disciplinary infraction and will be dealt with as such. (a) Personal harassment means any improper behavior by a person employed in the hospital that is directed at and offensive to another person employed in the hospital, and which the first person knew or ought reasonably to have known would be unwelcome. Personal harassment comprises objectionable conduct, comment or display that demeans, belittles or causes personal humiliation, or embarrassment to the recipient. This includes harassment as described in Section 14 of the Yukon Human Rights Act. (b) Sexual harassment means any conduct, comment, gesture or contact of a sexual nature: (i) That might reasonably be expected to cause offense or humiliation; or (ii) That might reasonably be perceived as placing a condition of a sexual nature on employment or on any opportunity for training or promotion. (c) Abuse of authority means an individual’s improper use of power and authority inherent in the position held, by means of intimidation, threats, blackmail or coercion. This comprises actions which endanger an employee’s job, undermine an employee’s ability to perform the job or threaten the economic livelihood of an employee. However, it shall not include the legitimate exercise of an individual’s supervisory power or authority. (a) Any level in the grievance procedure shall be waived if a person hearing the grievance is the subject of the complaint. (b) Grievances under this Article will be handled with all possible confidentiality and dispatched by the Union and the Employer. 13.04 An alleged offender shall be given notice of the substance of a complaint under this Article and shall be given notice of and be entitled to attend, participate in, and be represented at any grievance hearing or any arbitration under this Collective Agreement.

Harassment. (a) The Employer, the employees following policy with respect to harassment is endorsed by both parties: Stelco Inc. and the Union recognize United Steelworkers believe that the right human rights of all persons employed at the hospital employees must be protected, so as to work in an environment free from unwanted personal ensure that every person is treated with dignity and respect. No individual should experience workplace harassment, sexual . Workplace harassment or abuse of authority, and agree that any of the aforementioned actions will not be tolerated in the workplace. (b) Cases of proven personal harassment, sexual harassment or abuse of authority by occurs where a person employed engages in the hospital is considered a disciplinary infraction and will be dealt with as such. (a) Personal harassment means any improper behavior by course of vexatious conduct against a person employed worker in the hospital a workplace that is directed at and offensive to another person employed in the hospital, and which the first person knew known or ought reasonably to have be known would to be unwelcome. Personal No individual should suffer from or be exposed to harassment comprises objectionable conductat work, comment or display based upon that demeansperson's race, belittles or causes personal humiliationancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, gender identity, gender expression, age, marital status, family status, or embarrassment disability. Harassment is a course of conduct or comment that offends or abuses a person on any of the grounds stated above, where such behaviour is known or ought reasonably be known to be offensive and unwelcome. Sexual harassment is a particularly objectionable type of discriminatory course of conduct or comment which cannot be tolerated, as it represents an unwarranted intrusion upon a person's sexual dignity as a man or woman. Sexual harassment may take a variety of forms such as unsolicited or unwelcome gender-based comments, gestures and physical contact, or the control or alteration of working conditions so as to coerce submission to sexual advances. In order to ensure the consistent application of this policy, it is both the right and the responsibility of any employee who believes that they have been subjected to harassment as defined above to immediately report such concerns to the recipientdesignated representative. This includes harassment as described The Company will advise the designated Union representative of such allegation. All allegations will be fully investigated in Section 14 a confidential manner. The complainant will be advised of the Yukon Human Rights Act. (b) Sexual harassment means any conductresults of the investigation. Any employee who, comment, gesture or contact as a result of a sexual nature: (i) That might reasonably full investigation is determined to be expected in violation of this policy may be subject to cause offense or humiliation; or (ii) That might reasonably be perceived as placing a condition of a sexual nature on employment or on any opportunity for training or promotiondisciplinary action, up to and including discharge from employment. (c) Abuse of authority means an individual’s improper use of power and authority inherent in the position held, by means of intimidation, threats, blackmail or coercion. This comprises actions which endanger an employee’s job, undermine an employee’s ability to perform the job or threaten the economic livelihood of an employee. However, it shall not include the legitimate exercise of an individual’s supervisory power or authority. (a) Any level in the grievance procedure shall be waived if a person hearing the grievance is the subject of the complaint. (b) Grievances under this Article will be handled with all possible confidentiality and dispatched by the Union and the Employer. 13.04 An alleged offender shall be given notice of the substance of a complaint under this Article and shall be given notice of and be entitled to attend, participate in, and be represented at any grievance hearing or any arbitration under this Collective Agreement.

Harassment. (a) The Employer, the employees Employer and the Union recognize the right of all persons employed at the hospital employees to work in an environment free from unwanted personal harassment, sexual harassment or abuse of authority, and agree that any of the aforementioned actions will not be tolerated in the workplace. (b) Cases of proven personal harassment, sexual harassment or abuse of authority by a person employed in the hospital is considered a disciplinary infraction and will be dealt with as such. (a) Personal harassment means any improper behavior by a person employed in the hospital that is directed at and offensive to another person employed in the hospital, and which the first person knew or ought reasonably to have known would be unwelcome. Personal harassment comprises objectionable conduct, comment or display that demeans, belittles or causes personal humiliation, or embarrassment to the recipient. This includes harassment as described in Section 14 of the Yukon Human Rights Act. (b) Sexual harassment by an employee or employer means any conduct, comment, gesture engaging in a course of vexatious comment or contact conduct of a sexual naturenature that is known or ought reasonably to be known to be unwelcome and shall include, but not be limited to: (i1) That might reasonably be expected to cause offense sexual solicitation or humiliation; advance or inappropriate touching and sexual assault; (ii2) That a reprisal, or threat of reprisal, which might reasonably be perceived as placing a condition of a sexual nature on employment by a person in authority after such sexual solicitation or on any opportunity for training advance or promotioninappropriate touching is rejected. (c) Abuse Personal harassment means repeated comments and/or actions, or it may be one incident depending on the context, or a course of authority means conduct by an individual’s improper use of power employee or the Employer that is known or ought reasonably to be known to be unwelcome and authority inherent in is demeaning or humiliating, and is not reasonably necessary for the position held, by means of intimidation, threats, blackmail Employer's operations or coercionwhich serves no legitimate work purpose. This comprises actions which endanger an employee’s jobincludes bullying behaviour that is intended to intimidate, undermine an employee’s ability to perform the job offend, degrade or threaten the economic livelihood humiliate a particular person, or group of an employeepeople. However, it shall Personal harassment does not include actions occasioned through the legitimate exercise of an individual’s exercising in good faith the Employer's supervisory power or authorityrights and responsibilities. (ad) Any level In case of alleged harassment, the following shall apply: (1) Before proceeding to the formal complaint mechanism an employee who believes they have a complaint may approach their supervisory personnel, union ▇▇▇▇▇▇▇, or other contact person to discuss potential means of resolving a complaint and to request assistance in resolving the grievance procedure shall matter. If the situation involves the Supervisor or Manager, the incident should be waived if a person hearing reported to the grievance Manager, Human Resources. If the matter is resolved to the subject of complainant's satisfaction the complaintmatter is deemed to be resolved. (b2) Grievances under If the matter is not resolved to the employee's satisfaction, then the employee may submit a complaint in writing within 30 days of the latest alleged occurrence through either their shop ▇▇▇▇▇▇▇ and/or the Director Labour Relations Manager, Human Resources or designate. Complaints of this Article will nature shall be handled with all possible confidentiality and dispatched treated in strict confidence by both the Union and the Employer. 13.04 (3) An alleged offender shall be given notice of the substance of such a complaint under this Article the clause and shall be given notice of and be entitled to attend, participate in, and be represented at any grievance hearing or any arbitration under this Collective Agreementclause. (4) The employer designate shall investigate the complaint and shall submit a report to the Director Labour Relations Manager, Human Resources or designate, and the Union Staff Representative, in writing as soon as possible but not later than 30 calendar days of receipt of the complaint or such longer period as may be mutually agreed between the Employer and the Union. For the purpose of the investigation a bargaining unit shop ▇▇▇▇▇▇▇ trained in harassment investigations will be given an opportunity to sit in on all discussions between the investigator and bargaining unit members. The Director Labour Relations Manager, Human Resources or designate shall within 10 days of receipt of the report take such action as may be necessary to resolve the issue. (5) Where the complaint is determined to be of a frivolous, vindictive or vexatious nature the Employer may take appropriate action. Such action shall only be for just cause and may be grieved pursuant to Article 7 -