Common use of Joint Anti-Harassment Policy Clause in Contracts

Joint Anti-Harassment Policy. During the current negotiations, the parties discussed the importance of human rights issues in the workplace. The parties have committed to implementing the following process for the employees of Firan Technology Group, Circuits Division, Toronto. The Employer, Unifor and Unifor Local 40, are committed to provide a harassment free workplace. Achieving an environment where all employees can interact with each other in an atmosphere of mutual respect for each other’s human rights is the primary goal of this policy. Workplace Harassment/Policy and the Procedure Defined This policy and procedure outlines the commitment of the Employer, Unifor, and Unifor Local 40, to ensure a harassment free workplace as required under applicable human rights legislation and will act as a guide to employees in adhering to legal guidelines regarding the recognition and prevention of harassment. This policy exists to underline the seriousness of workplace harassment and to establish that there is behaviour at this facility. Employees who feel that they are being harassed are encouraged to seek protection under this policy. Workplace Harassment Defined Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds set out in the applicable human rights legislation, such as: gender, disability, race, colour, and sexual orientation. Within the workplace, all employees are expected to be mindful of their obligations in this regard. Workplace harassment includes, but is not limited to, the following examples: • Unwelcome remarks, jokes, innuendoes or taunting about another’s body, attire, gender, disability, racial or ethnic background, sexual orientation, etc., which cause awkwardness or embarrassment. • Displaying visuals of sexual, racial or otherwise offensive nature such as pornographic pictures, posters, cartoons, graffiti or simulation of body parts. • Leering (suggestive staring) or other gestures. • Unnecessary physical contact such as touching, patting or pinching. • Unwanted sexual solicitation, physical contact or advances, particularly made with implied reprisals, if rejected. • Refusing to work or share facilities with another employee because of the other’s gender, disability, sexual orientation, racial, religious or ethnic background. • Backlash or retaliation for the lodging of a complaint or participation in an investigation. Obligation of Employees Employees are obligated to bring any complaint of harassment to the attention of the Human Resources Manager for the Employer and the Union Chairperson as soon as possible. What Harassment Is Not A properly discharged supervisory responsibility including disciplinary action is not considered harassment under this policy. Neither is this policy meant to inhibit free speech or interfere with the normal social relations that are a part of life in the workplace. Filing a Complaint If an employee believes that he/she has been harassed on the basis of any of the grounds stated above, that employee should: • Tell the alleged harasser(s) to stop, if possible; • Document the event(s), complete with the time, date, location, names of witnesses and details of each event, if possible. • If the harassed employee does not feel able to approach the alleged harasser(s) directly, or if, after being told to stop, the alleged harasser(s) continues, the harassed employee should lodge a complaint either directly through a person on his/her behalf with any Employer or Union Representative.

Joint Anti-Harassment Policy. During the current negotiations, the parties discussed the importance of human rights issues in the workplace. The parties have committed to implementing the following process for the employees of Firan Technology Group, Circuits Division, Toronto. The Employer, Unifor and Unifor Local 40124, are committed to provide a harassment free workplace. Achieving an environment where all employees can interact with each other in an atmosphere of mutual respect for each other’s human rights is the primary goal of this policy. Workplace Harassment/Policy and the Procedure Defined This policy and procedure outlines the commitment of the Employer, Unifor, and Unifor Local 40124, to ensure a harassment free workplace as required under applicable human rights legislation and will act as a guide to employees in adhering to legal guidelines regarding the recognition and prevention of harassment. This policy exists to underline the seriousness of workplace harassment and to establish that there is behaviour at this facility. Employees who feel that they are being harassed are encouraged to seek protection under this policy. Workplace Harassment Defined Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds set out in the applicable human rights legislation, such as: gender, disability, race, colour, and sexual orientation. Within the workplace, all employees are expected to be mindful of their obligations in this regard. Workplace harassment includes, but is not limited to, the following examples: • Unwelcome remarks, jokes, innuendoes or taunting about another’s body, attire, gender, disability, racial or ethnic background, sexual orientation, etc., which cause awkwardness or embarrassment. • Displaying visuals of sexual, racial or otherwise offensive nature such as pornographic pictures, posters, cartoons, graffiti or simulation of body parts. • Leering (suggestive staring) or other gestures. • Unnecessary physical contact such as touching, patting or pinching. • Unwanted sexual solicitation, physical contact or advances, particularly made with implied reprisals, if rejected. • Refusing to work or share facilities with another employee because of the other’s gender, disability, sexual orientation, racial, religious or ethnic background. • Backlash or retaliation for the lodging of a complaint or participation in an investigation. Obligation of Employees Employees are obligated to bring any complaint of harassment to the attention of the Human Resources Manager for the Employer and the Union Chairperson as soon as possible. What Harassment Is Not A properly discharged supervisory responsibility including disciplinary action is not considered harassment under this policy. Neither is this policy meant to inhibit free speech or interfere with the normal social relations that are a part of life in the workplace. Filing a Complaint If an employee believes that he/she has been harassed on the basis of any of the grounds stated above, that employee should: • Tell the alleged harasser(s) to stop, if possible; • Document the event(s), complete with the time, date, location, names of witnesses and details of each event, if possible. • If the harassed employee does not feel able to approach the alleged harasser(s) directly, or if, after being told to stop, the alleged harasser(s) continues, the harassed employee should lodge a complaint either directly through a person on his/her behalf with any Employer or Union Representative.

Joint Anti-Harassment Policy. During the current negotiations, the parties discussed the importance of human rights issues in the workplace. The parties have committed to implementing the following process for the employees of Firan Technology Group, Circuits Division, Toronto. The Employer, Unifor the CAW and Unifor CAW Local 40124, are committed to provide a harassment free workplace. Achieving an environment where all employees can interact with each other in an atmosphere of mutual respect for each other’s human rights is the primary goal of this policy. Workplace Harassment/Policy and the Procedure Defined This policy and procedure outlines the commitment of the Employer, Uniforthe CAW, and Unifor CAW Local 40124, to ensure a harassment free workplace as required under applicable human rights legislation and will act as a guide to employees in adhering to legal guidelines regarding the recognition and prevention of harassment. This policy exists to underline the seriousness of workplace harassment and to establish that there is behaviour at this facility. Employees who feel that they are being harassed are encouraged to seek protection under this policy. Workplace Harassment Defined Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds set out in the applicable human rights legislation, such as: gender, disability, race, colour, and sexual orientation. Within the workplace, all employees are expected to be mindful of their obligations in this regard. Workplace harassment includes, but is not limited to, the following examples: • Unwelcome remarks, jokes, innuendoes or taunting about another’s body, attire, gender, disability, racial or ethnic background, sexual orientation, etc., which cause awkwardness or embarrassment. • Displaying visuals of sexual, racial or otherwise offensive nature such as pornographic pictures, posters, cartoons, graffiti or simulation of body parts. • Leering (suggestive staring) or other gestures. • Unnecessary physical contact such as touching, patting or pinching. • Unwanted sexual solicitation, physical contact or advances, particularly made with implied reprisals, if rejected. • Refusing to work or share facilities with another employee because of the other’s gender, disability, sexual orientation, racial, religious or ethnic background. • Backlash or retaliation for the lodging of a complaint or participation in an investigation. Obligation of Employees Employees are obligated to bring any complaint of harassment to the attention of the Human Resources Manager for the Employer and the Union Chairperson as soon as possible. What Harassment Is Not A properly discharged supervisory responsibility including disciplinary action is not considered harassment under this policy. Neither is this policy meant to inhibit free speech or interfere with the normal social relations that are a part of life in the workplace. Filing a Complaint If an employee believes that he/she has been harassed on the basis of any of the grounds stated above, that employee should: • Tell the alleged harasser(s) to stop, if possible; • Document the event(s), complete with the time, date, location, names of witnesses and details of each event, if possible. • If the harassed employee does not feel able to approach the alleged harasser(s) directly, or if, after being told to stop, the alleged harasser(s) continues, the harassed employee should lodge a complaint either directly through a person on his/her behalf with any Employer or Union Representative.

Joint Anti-Harassment Policy. During the current negotiations, the parties discussed the importance of human rights issues in the workplace. The parties have committed to implementing the following process for the employees of Firan Technology Group, Circuits Division, Toronto. The Employer, Unifor the UNIFOR and Unifor UNIFOR Local 40303, are committed to provide a harassment free workplace. Achieving an environment where all employees can interact with each other in an atmosphere of mutual respect for each other’s human rights is the primary goal of this policy. Workplace Harassment/Harassment / Policy and the Procedure Defined This policy and procedure outlines the commitment of the Employer, Uniforthe UNIFOR, and Unifor UNIFOR Local 40303, to ensure a harassment free workplace as required under applicable human rights legislation and will act as a guide to employees in adhering to legal guidelines regarding the recognition and prevention of harassment. This policy exists to underline the seriousness of workplace harassment and to establish that there is expected harassment free behaviour at this facilityfacility from all employees, and all others who are in the workplace from time to time. Employees who feel that they are being harassed are encouraged to seek protection under this policy. Workplace Harassment Defined Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds set out in the applicable human rights legislation, such as: gender, disability, race, colour, and sexual orientation. Within the workplace, all employees are expected to be mindful of their obligations in this regard. Workplace harassment includes, but is not limited to, the following examples: • Unwelcome remarks, jokes, innuendoes or taunting about another’s body, attire, gender, disability, racial or ethnic background, sexual orientation, etc., which cause awkwardness or embarrassment. • Displaying visuals of sexual, racial or otherwise offensive nature such as pornographic pictures, posters, cartoons, graffiti or simulation of body parts. • Leering (suggestive staring) or other gestures. • Unnecessary physical contact such as touching, patting or pinching. • Unwanted sexual solicitation, physical contact or advances, particularly made with implied reprisals, if rejected. • Refusing to work or share facilities with another employee because of the other’s gender, disability, sexual orientation, racial, religious or ethnic background. • Backlash or retaliation for the lodging of a complaint or participation in an investigation. Obligation of Employees Employees are obligated to bring any complaint of harassment to the attention of the Human Resources Manager for the Employer and the Union Chairperson as soon as possible. What Harassment Is Not A properly discharged supervisory responsibility including disciplinary action is not considered harassment under this policy. Neither is this policy meant to inhibit reasonable free speech or interfere with the normal social relations that are a part of life in the workplace. Filing a Complaint If an employee believes that he/she has been harassed on the basis of any of the grounds stated above, that employee should: • Tell the alleged harasser(s) to stop, if possible; • Document the event(s), complete with the time, date, location, names of witnesses and details of each event, if possible. • If the harassed employee does not feel able to approach the alleged harasser(s) directly, or if, after being told to stop, the alleged harasser(s) continues, the harassed employee should lodge a complaint either directly through a person on his/her behalf with any Employer or Union Representative.