HUMAN RIGHTS AND HARASSMENT. 4.01 No discrimination or harassment
HUMAN RIGHTS AND HARASSMENT. 8.01 The Company and the Union agree that discrimination and/or harassment of any employee because of colour, national origin, religion, age, marital status, sexual orientation, or disability is absolutely prohibited. Every employee has the right to work in an environment of mutual respect, free from discrimination and harassment including sexual harassment. Action contravening this policy will constitute grounds for discipline.
8.02 Sexual harassment means any unwelcomed words or actions made by a person who knows or ought to know it is unwelcome and includes but not limited to the following:
(a) Unnecessary touching or patting
(b) Suggestive remarks or other verbal abuse
(c) Leering at a person’s body
(d) Compromising invitations
(e) Demands for sexual favours
(f) Physical assault
8.03 A complainant may either initiate a grievance as per the grievance procedure of the Collective Agreement or file a written complaint with the General Manager or his/her designate and the President of the Local Union and deliver a copy to the alleged harasser.
8.04 The Parties agree that complaints of sexual harassment will be investigated thoroughly by both Parties in confidence. Employees reporting legitimate incidents of harassment are guaranteed protection from reprisal due to filing such a complaint.
8.05 An Arbitrator hearing a complaint or grievance under this Article shall have the authority to:
(a) Dismiss the grievance or complaint.
(b) Determine the appropriate discipline up to and including dismissal.
(c) Decide the alleged harasser be transferred, or demoted or decide to impose other terms or conditions necessary to provide final settlement of the grievance.
8.06 Where sexual harassment is proven and results in the transfer of an employee, it shall be the offender who is transferred. The complainant shall only be transferred with the complainants consent.
HUMAN RIGHTS AND HARASSMENT. 7
4.01 No discrimination or harassment 7 4.02 Definition 7 4.03 Handicap – clarified. 7
4.04 Sexual harassment – no reprisals 7
4.05 Sexual harassment as discrimination. 7
4.06 Forum for discussion of employment equity 8
HUMAN RIGHTS AND HARASSMENT. 21.01 The Company and Unifor are committed to providing a harassment-free workplace. Harassment is defined as a “course of vexatious comment or conduct that is known or ought to reasonably be known to be unwelcome,” that denies individual dignity and respect on the basis of the grounds such as: gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the Provincial Human Rights Act. All Employees are expected to treat others with courtesy and consideration and to discourage harassment. The workplace is defined as any Company facility and includes areas such as offices, shop floors, rest rooms, cafeterias, lockers, conference rooms and parking lots. Harassment may take many forms: verbal, physical or visual. It may involve a threat or an implied threat or be perceived as a condition of employment. The following examples could be considered as harassment but are not meant to cover all potential incidents: • Unwelcome remarks, jokes, innuendo, gestures or taunting about a person’s body, disability, attire or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenship or ancestry; • Practical jokes, pushing, shoving, etc., which cause awkwardness or embarrassment; • Posting or circulation of offensive photos or visual materials; • Refusal to work or converse with an Employee because of their racial background or gender etc.; • Unwanted physical conduct such as touching, patting, pinching, etc.; • Condescension or paternalism which undermines self-respect; • Backlash or retaliation for the lodging of a complaint or participation in an investigation. Harassment is NOT: Harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments, the assessment of discipline or any conduct that does not undermine the dignity of the individual. Neither is this policy meant to inhibit free speech or interference with normal social relations. Filing a Complaint: If an Employee believes he/she has been harassed and/or discriminated against on the basis of any prohibited grounds of discrimination, there are specific actions that may be taken to put a stop to it: • Request a stop of the unwanted behaviour; • Inform the individual that is doing the harassing or the discriminating against you that the behaviour is unwanted and unwelcome; • Document the events, complete with time, dates, location, witnesses and details; • Report the incident...
HUMAN RIGHTS AND HARASSMENT. 28.01 The Employer and the Union agree that discrimination and/or harassment of any employee under any grounds prohibited by the Human Rights Code is absolutely prohibited.
28.02 Sexual harassment will not be tolerated. Sexual harassment is specifically defined as any conduct, comment, gesture, or contact of a sexual nature that is likely to cause offence or humiliation to any employee.
28.03 A complainant or the Union alleging discrimination or harassment may initiate a grievance or file a written complaint with the mine manager or their designate and the Union representative.
28.04 When a violation has been proven, the employee in violation may be subject to discipline.
HUMAN RIGHTS AND HARASSMENT. 19.01 It is the policy of the employer to recognize the worth of each member of its workforce and to provide for equal rights and opportunities without discrimination. Every employee has a right to freedom from discrimination and harassment by the employer or another employee by reason of race, creed, colour, religion, nationality, ancestry, place of origin, native language, age, sex, sexual orientation, marital status, family status, being HIV positive or having AIDS, disability, record of offenses, or political affiliation. The employer recognizes the diverse composition of its workforce and will not allow its workplace to become a forum for the expression of prejudice. It is the responsibility of every employee to assist in enforcing this policy.
HUMAN RIGHTS AND HARASSMENT. 30 ARTICLE 23 DURATION 32 APPENDIX A – WAGE SCHEDULE – XXX XXXXX 00 XXXXXXXX X – WAGE SCHEDULE 34 LETTER OF UNDERSTANDING #1 35 LETTER OF UNDERSTANDING #2 36 LETTER OF UNDERSTANDING #3 37 LETTER OF UNDERSTANDING #4 38
HUMAN RIGHTS AND HARASSMENT. The Company and the Union agree that discrimination and/or harassment of any employee because of colour, race, creed, national origin, religion, age, marital status, sex, sexual orientation, or disability is absolutely prohibited. Every employee has the right to work in an environment of mutual respect, free from discrimination and harassment including sexual harassment. Action contravening this policy will constitute grounds for discipline.
HUMAN RIGHTS AND HARASSMENT. The Union and the Employer agree to review and update human rights and harassment language and to implement joint human rights and investigator training delivered by the CAW within six (6) months of ratification. The Employer agrees to pay for the joint training.
HUMAN RIGHTS AND HARASSMENT. 8.01 The Company and the Union agree that discrimination and/or harassment of any employee because of colour, national origin, religion, age, marital status, sexual orientation, or disability is absolutely prohibited. Every employee has the right to work in an environment of mutual respect, free from discrimination and harassment including sexual harassment. Action contravening this policy will constitute grounds for discipline.
8.02 Sexual harassment means any unwelcomed words or actions made by a person who knows or ought to know it is unwelcome and includes but not limited to the following:
(a) Unnecessary touching or patting;
(b) Suggestive remarks or other verbal abuse;
(c) Leering at a person’s body;
(d) Compromising invitations;
(e) Demands for sexual favours;
(f) Physical assault.
8.03 A complainant may either initiate a grievance as per the grievance procedure of the Collective Agreement or file a written complaint with the General Manager or his/her designate and the President of the Local Union and deliver a copy to the alleged harasser.
8.04 The Parties agree that complaints of sexual harassment will be investigated thoroughly by both Parties in confidence. Employees reporting legitimate incidents of harassment are guaranteed protection from reprisal due to filing such a complaint.
8.05 An Arbitrator hearing a complaint or grievance under this Article shall have the authority to:
(a) Dismiss the grievance or complaint;
(b) Determine the appropriate discipline up to and including dismissal;
(c) Decide the alleged harasser be transferred, or demoted or decide to impose other terms or conditions necessary to provide final settlement of the grievance.
8.06 Where sexual harassment is proven and results in the transfer of an employee, it shall be the offender who is transferred. The complainant shall only be transferred with the complainants consent.
