Common use of HUMAN RIGHTS AND HARASSMENT Clause in Contracts

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. 8.01 The Company 27.01 Unifor and the Union agree that discrimination and/or harassment of any employee person because of colourage, national originrace, nationality, disability, family status, religion, age, marital statusgender, sexual orientation, gender identity, gender expression, activism and participation in the staff union, or disability any other protected ground under human rights legislation, is absolutely prohibited. . 27.02 Every employee person has the right to be treated with dignity and respect as a fundamental basis of a working relationship and to work in an environment of mutual respect, free from any form of discrimination and harassment including and/or harassment, whether personal and/or sexual harassment. Action contravening this policy will constitute grounds for disciplinein nature, and/or based on any prohibited grounds. 8.02 Sexual 27.03 Unifor and the Union agree to co-operate to expeditiously resolve all complaints of discrimination and/or 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 which arise in 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 workplace. A complainant wishing to file a formal complaint of discrimination and/or harassment may either initiate a grievance as per the grievance procedure of the Collective Agreement or file a written complaint with complaint. Action contravening the General Manager or his/her designate existing Workplace Anti-Violence, Harassment and Sexual Harassment Policy of Unifor will constitute grounds for discipline. 27.04 Complaints of discrimination and/or harassment shall be treated seriously so as to protect the President confidentiality of the Local Union and deliver complainant. The parties agree that in the event of a copy to the alleged harasserformal complaint of discrimination and/or harassment a thorough joint investigation will take place. 8.04 The Parties agree that complaints 27.05 No employee shall be suspect to reprisal, threat of sexual reprisal or discipline as a result of raising any complaint of discrimination and/or harassment will be investigated thoroughly by both Parties (of any kind) in confidence. Employees reporting legitimate incidents of harassment are guaranteed protection from reprisal due to filing such a complaintgood faith. 8.05 An Arbitrator hearing 27.06 Where it has been proven that a person employed by Unifor has engaged in any form of discrimination and/or harassment, Unifor agrees to discipline that person appropriately. 27.07 Any employee who raises a complaint which would be seen by a reasonable person to be frivolous, vindictive or grievance under this Article shall have the authority to: (a) Dismiss the grievance or complaintvexatious may be subject to discipline action. (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.