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.
HUMAN RIGHTS AND HARASSMENT. 4.01 No discrimination or harassment The Board and the Union agree that there shall be no discrimination, harassment, interference, restriction or coercion exercised or practised with respect to any employee of the Board in the matter of wages, training, upgrading, promotion, transfer, layoff, discipline, discharge or otherwise, by reason of race, creed, colour, national origin, political or religious affiliation, sexual orientation, sex, age, marital status, family status, handicap, or any other personal characteristics, or because of such employee being an officer, xxxxxxx, committee member or member at large of the Union.
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. 36 27.01 Harassment Defined 36 27.02 Filing a Complaint 37 27.03 Investigation 38 27.04 Resolution 38 27.05 Training 38 ARTICLE 28 - MANAGEMENT RIGHTS 39 28.01 Definition 39 28.02 Modifying 39 28.03 Cases of Emergency 39 ARTICLE 29 - REGULATIONS AND RULES BOOKLET 39 29.01 Changes 39 29.02 Review 39 ARTICLE 30 - TRANSPORTATION 40 30.01 Personal Vehicle 40 ARTICLE 31 - MEDICAL EXAMINATION 40 31.01 Modified Work Program 40 31.02 Independent Medical Assessment 40 31.03 Medical Reports 40 31.04 Duty To Accommodate 41 31.05 Medical Clearance 41 31.06 Right To See Own Physician 41 ARTICLE 32 - TRUCK MAINTENANCE 41 32.01 Vehicle Safety 41 32.02 Red Tag 41 32.03 Seat Belts and Steps 42 32.04 Adequate Equipment 42 32.05 Minor Maintenance 42 32.06 Reporting 42 32.07 Load Limits 42 ARTICLE 33 - TRAFFIC TICKETS 42 33.01 Definition 42 33.02 Responsibility 43 ARTICLE 34 - TOOLS 43 34.01 Range Time 43 34.02 Property Of 43 ARTICLE 35 - TECHNOLOGICAL CHANGE 43 35.01 Definition 43 35.02 Recognition by Parties 43 35.03 Prior Notification 44 35.04 Severance 44 35.05 Training 44 35.06 Possession and Acquisition License - Authorization to Carry (PAL - ATC) 45 ARTICLE 36 - SIGN-UP AND VACANCIES (VANCOUVER BRANCH) 45 36.01 Work Assignments 45 36.02 Grouping 45 36.03 Periods 45 36.04 Seniority Entitlement 46 36.05 Blocks of Work 46 36.06 Assignment 46
HUMAN RIGHTS AND HARASSMENT. 21.01 The Company and the CAW 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 Code. 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 incide...
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. For the Union: For the Employer: Xxxxxx Xxxxxxxxx Xxx Xxxxxxx Xxxx Xxx Xxxxxxx Xxxxxxx Xxxx Xxxxx Xxx Appendix 1 - Description of Benefits (not including Registered Retirement Savings Plan contributions) The staff benefits are provided by The Co-operators Insurance through a master policy administered by the Co-operative Housing Federation of Canada. As of the date of the signing of this contract, staff benefits are: • group life insurance • accidental death and dismemberment insurance • short term disability coverage • long term disability coverage (premium paid by the employee) • extended health care coverage including semi-private hospital coverage • travel assist hotline • vision care • Plan A dental coverage Details of the staff benefits are contained in the publication “Employee Benefits Program – Co-operative Housing Federation of Canada”. Management agrees to supply each employee with one copy of the publication on request. Appendix 2 - List of Expenses covered by the Health Care Spending Account Practitioners • acupuncturist • chiropodist (podiatrist) • chiropractor • Christian Science practitioner • massage therapist • naturopath • nurse • occupational therapist • optometrist • osteopath • physiotherapist • practical nurse • psychoanalyst • psychologist • speech therapist • therapeutist Dental • all dental expenses including preventative, diagnostic, restorative, orthodontic and therapeutic care Facilities • meals and lodging in an alcoholism or drug addiction treatment centre • nursing home care • home care • care in a special school, institution or other place for a mentally or physically handicapped individual • full-time attendants or care in a nursing home (or confinement to bed or wheelchair) • institutional care • care of a blind person • payments to a licensed private hospital • semi-private, preferred or private accommodation expenses in hospital Devices and Supplies • artificial eyes • crutches • equipment, including a replacement part, designed exclusively for use by an individual who is suffering from a chronic respiratory ailment to assist breathing, but not including an air conditioner, humidifier or air cleaner • device or equipment designed to pace or monitor the heart of...
HUMAN RIGHTS AND HARASSMENT. 27.01 Unifor and the Union agree that discrimination and/or harassment of any person because of age, race, nationality, disability, family status, religion, gender, sexual orientation, gender identity, gender expression, activism and participation in the staff union, or any other protected ground under human rights legislation, is absolutely prohibited.
HUMAN RIGHTS AND HARASSMENT. 30 22.01 NO DISCRIMINATION 30 22.02 PERSONAL RIGHTS 30 22.03 HARASSMENT 30 22.04 SEXUAL HARASSMENT 31 22.05 ......................................................................................................................................... 31 22.06 ......................................................................................................................................... 31 22.07 ......................................................................................................................................... 31 22.08 ......................................................................................................................................... 32 ARTICLE 23 DURATION 32 23.01 ......................................................................................................................................... 32 APPENDIX A – WAGE SCHEDULE – XXX XXXXX 00 XXXXXXXX X – WAGE SCHEDULE 34 LETTER OF UNDERSTANDING #1 35 RE: SECURITY ISSUES 35 LETTER OF UNDERSTANDING #2 36 RE: JURISDICTION OF WORK AND CLASSIFICATONS 36 LETTER OF UNDERSTANDING #3 37 RE: XXXXXX XXXXXX RSP PLAN ADMINISTRATOR 37 LETTER OF UNDERSTANDING #4 38 RE: TRAINING COORDINATOR/MEMBERSHIP SERVICES 38
HUMAN RIGHTS AND HARASSMENT. The Company and Union agree that there shall be no discrimination against any employee because of a person’s age, race, colour, ancestry, place of origin, political belief, religion, marital status, family status, physical or mental disability, sex, sexual orientation, union membership, or because of a criminal or summary conviction that is unrelated to employment of intended employment of that person.
HUMAN RIGHTS AND HARASSMENT. 26 22.01 No Discrimination 26 22.02 Personal Rights 26 22.03 Harassment 26 22.04 Sexual Harassment 27 22.05 .......................................................................................................................................................................27 22.06 .......................................................................................................................................................................27 22.07 .......................................................................................................................................................................27 22.08 .......................................................................................................................................................................27 ARTICLE 23 DURATION 28 23.01 .......................................................................................................................................................................28 APPENDIX A – WAGE SCHEDULE 29 LETTER OF UNDERSTANDING #1 30 Re: Security Issues 30 LETTER OF UNDERSTANDING #2 31 Re: Jurisdiction Of Work And Classificatons 31 LETTER OF UNDERSTANDING #3 32 Re: Xxxxxx Xxxxxx Rsp Plan Administrator 32 LETTER OF UNDERSTANDING #4 33 Re: Training Coordinator/Membership Services 33 LETTER OF UNDERSTANDING #5 35 RE: XXXXXX XXXXX – VACATION ENTITLEMENT 35 LETTER OF UNDERSTANDING #6 36 RE: UPDATING JOB DESCRIPTIONS AND WAGE ADJUSTMENTS 36 LETTER OF UNDERSTANDING #7 37 Re: xxxxxxx xxxxxxx and work schedule 37
