Human. Where an employee files a complaint alleging discrimination or sexual harassment with the Canadian Human Rights Commission, the same subject matter shall not thereafter be subject to the outcome of Memorandum of titled "Joint Policy Development Concerning Sexual and Personal Harassment Policy" or the grievance and arbitration procedures set out in this Agreement unless the Human Rights Commission determines that the complaint should be determined pursuant to the provisions of the collective agreement. Grievances under this Article will be handled with all reasonable respect for privacy and dispatch by the and the Authority. Any level in the grievance procedure may be waived if a person hearing the grievance is the subject of the complaint.
Human xxxxxx, and who consequently asserted that he Lad by pie- scription perfected his title to the land so sold. Evidence was led to show that defendant had express notice of all the pro ceedings against Xxxxxxx and of the sale of the property, hut had not protested against the sale. In an action of trespass against the defendant De Vil l ie r s , C.J., said: “The plain tiffs having so purchased the land, the question arises whether the defendant can set up either his prior right of ownership by prescription or his claim for compensation for improve ments. We have now to deal with rights which were not patent to the world. If the defendant had been the registered owner and had stood by while the land wTas being sold to the plaintiffs, an important question as to how far registration was notice to the purchaser would have arisen. But the de fendant had not availed himself of the facilities for registra tion afforded by A(* 28 of 1881. He had a right to the owner ship, a real rignt, it may be, which would have prevailed against the trustee in insolvency, if the registered owner, Xxxxxxx, had become insolvent, and which would have given him a good ground of protest against the property being mort gaged or sold. But he raised no such protest although before the sale he had full notice that the sale in execution was about to take place. If the sale had not been a judicial one there would have been the strongest grounds for the contention that the defendant, having allowed the plaintiffs to purchase the land in the belief that Xxxxxxx alone was the real owner, could oe debarred by exception from afterwards claiming the land from the plaintiffs.
Human. The Employer and the Union recognize the right of employees to work in an environment free from harassment. The Parties agree to xxxxxx and promote such an environment. Harassment is defined as deliberate actions, that ought reasonably to be known as unwelcome by the recipient and which serve no legitimate work related purposes, toward an individual or individuals by either 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. Protection against harassment for employees extends to incidents occurring at or away from the workplace, during or outside working hours, and includes incidents related to client or visitor contact, provided the acts are committed within the course of, or arising from, the employment relationship. An employee who wishes to pursue a concern arising from an alleged harassment may register a complaint through the Union to the Employer designate. Harassment complaints may also be pursued pursuant to Article Grievances. Both the complainant and the alleged harasser shall be entitled to Union representation if they are members of the bargaining unit. None of the above shall in any way prohibit the right of a complainant to pursue a complaint under the Human Rights Code of British Columbia.
Human. The Union, the Employer, and the employees agree that there shall be no discrimination, interference, restriction, or coercion exercised or practiced with respect to any employee by reason of race, colour, ancestry, ethnic origin, citizenship, place of creed, age, disability, sex, sexual orientation, marital status, status, pregnancy, source of income, political affiliation, conviction for which a pardon has been granted, union membership or activity, or for exercising their rights under this Agreement. action policies be deemed non-discriminatory. No employee be disciplined, harassed or discriminated against by the Employer for public any Government wrong doing or environmental damage. The Employer shall make every reasonable effort to alternate employment for an employee who becomes mentally and/or physically disabled.
Human. RIGHTS 2.1 LUKOIL respects fundamental human rights and will be guided in its operations by the provisions of the United Nations Universal Declaration of Human Rights.
Human. The Company and the Union agree that discrimination and/or harassment of any Employee because of race, marital status, ethnic origin, colour, creed, religion, sex, sexual orientation, physical or mental disability, age, political belief, place of residence, a conviction of an offence for which a pardon has been granted, family status or Union membership and/or activity is absolutely unacceptable. Every Employee has the right to work in an environment of mutual respect, free from discriminationand harassment. New Employees will be provided with a copy of the Company’s Discrimination Harassment policy (Revision Issued October 2000) as part of the documentation contained in the new Employee hire package. Additional copies of the Company’s Discrimination Harassment policy may be obtained from the Human Resources Department. An Employee who believes has been harassed or discriminated is encouraged to report the alleged misconduct to the Company and to the Union. Reports of alleged discrimination and/or harassment shall be dealt with in confidence and as quickly as possible, respecting the dignity of the complainant and the right of the harasser to due process.
Human. An employee shall have access during normal business hours, or such other time as may be arranged, to the Human Resources file that relates to the employee. Such access shall be granted with twenty-four (24) hours’ advance notice and in the presence of a Human Resources Officer or other designated by the Director of Education. An employee shall receive a copy of any documentation placed Human Resources file which may raise an issue of concern with respect to performance or be detrimental to the employee. An employee shall have the right to respond in writing to any document contained in or to be placed in the employee’s Human Resources file or records. The written response by the employee shall become part of the employee’spermanent Human Resources record. Where the Employer is required to furnish information on an employee to an outside agency by a court order or legislative requirement, the employee will be notified that this information has been requested and has been or will be provided. Access to and the disclosure of any personal information on an employee shall be governed by the provisions of the Ontario Municipal Freedom of Information and Protection of Act. If an employee disputes the accuracy or completeness of any information in file, the employee may make application in writing to the Director of Education, or designate, to have the information corrected. A copy of the employee’s letter will be placed in the employee’s file. Where the parties agree that the information is inaccurate, it shall be corrected.
Human interaction The alert system shall be visible in case of low visibility and not be source of distraction for the driver C System developer/ implemente r NF - - CRF 1.05.
Human. Neither the Company nor the Union will discriminate in any manner against any employee because of race, national or ethnic origin, colour, religion, age, sex, status, political affiliation, family status, disability or conviction for an offence for which a pardon has been granted, all of which are subject to the exceptions provided under the Canadian Human Rights Act. No employee covered by this Agreement will be interfered with. restrained, coerced, or discriminated against by the Company because of membership in or lawful activity on behalf of the Union. The wearing of uniforms shall be in accordance with published Company regulations. The conditions of payment shall be in accordance with Articles and between the Company and the employees. Prior to the introduction of any new uniform or of any changes to an existing uniform, the Joint Uniform shall meet to discuss the style, colour and material of the uniform, its components and accessories. the frequency of replacement, and the Company regulations regarding the wearing of the uniform. The recommendations of the Union representatives shall be considered by the Company before making any such changes. The compulsory uniform items, which shall be on a cost sharing basis between the Company and the employees, will be as follows: pants pants (combination of short and long sleeved) tie belt overcoat Employees may buy any of the following additional optional pieces at a sharing basis up to the quantities indicated: I blazer skirt dress pants (combination of short long sleeved) tie belt Employees may buy additional pieces at to the employee. Any pieces purchased under this Article will not be Considered part of the initial issue. Employees in Labrador may also buy on a cost basis a down-filled parka The Company will pay SO% to a maximum of All new uniform pieces will be in with Article If damaged or if wear warrants, the Airport Services Manager may require issue of a replacement piece at cost share basis. The Company shall repair or replace, at no cost to the employee, any part of a damaged uniform when such damages were caused while performing duties and not by the negligence of the employee and provided proof thereof is furnished. The employee shall not be liable for the cost of such repair or replacement provided advises the Airport Services Manager of the situation immediately. The Company will decide whether to repair or replace such uniform. Request for reimbursement of such repairs must be substantiated ...
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