JOINT HARASSMENT PROTECTION POLICY. As per Article 30 of main body of Agreement.
JOINT HARASSMENT PROTECTION POLICY. As per Article 30 of main body of Agreement. ARTICLE 30 - DURATION As per Article 31 of main body of Agreement. FULL-TIME AND PART-TIME LETTER OF UNDERSTANDING BETWEEN THE BAY ("the Company") AND CAW CANADA LOCAL 1000 ("the Union") * Item numbers may differ by agreements. For the duration of the Collective Agreement and forming a part thereof.
JOINT HARASSMENT PROTECTION POLICY. The Company and the Union fully support the policy that:
JOINT HARASSMENT PROTECTION POLICY. (a) The Company and the Union are committed to providing a safe and professional workplace in which all people are treated with respect and dignity. The parties will not tolerate harassment, degrading comments, bullying, threats, intimidation or violence in our place of business. Workplace violence is defined as: • The use or attempted use of physical force by a person against a worker that causes or could cause physical harm; or • A statement or behavior directed toward a worker that could reasonably be interpreted as a threat to cause physical harm Some examples are: hitting, pushing, physical assault, sexual assault, stalking or robbery. Domestic violence is the use of physical or psychological harm by one person to gain power or control over another person with whom he/she has a relationship, such as a spouse, former spouse, family member or friend. Workplace violence includes domestic violence that intrudes or overlaps into our place of business. Workplace bullying and harassment is defined as:
JOINT HARASSMENT PROTECTION POLICY. The Company and the Union fully support the policy that: Every employee has a right to freedom from harassment in the workplace by any agent of the employer or by another employee on any prohibited Human Rights ground. These grounds typically include race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, religion, age, sex, marital status, family status, handicap, and sexual orientation. Every employee has the right to be free from a sexual solicitation or a reprisal or a threat of reprisal for the rejection of a sexual solicitation. Any employee believing him or herself to be or about to be harassed by another employee has a duty to specifically request the other employee to refrain from such behaviour. Harassment is defined as a course of vexatious comment or conduct that is known or reasonably ought to be known to be unwelcome. For clarification, harassment is one or more actions or comments related to any prohibited ground which the harasser could reasonably have been expected to know to be unwanted and damaging humiI ti or vexatious. Every employee has the duty to report harassment of any employee to the proper managerial authority to remedy the problem, should the behaviour not cease immediately on drawing it to the harasser's attention. For clarification, harassment does not include, among other things, proper management disciplinary actions or actions related to performance or attendance problemswhich are conducted according to Company procedures. The following procedures have been developed to ensure rapid response to, and resolutions of, harassment incidents. Strictest confidentiality will be maintained at all times subject to the requirements for the Company to investigate and resolve the matter. Appropriate due process will be accorded to all those involved. STEP ONE INFORMAL DISCUSSION In the event the employee believes to be harassed by another employee, may discuss the nature of the with any one of the following individuals of their choosing:
JOINT HARASSMENT PROTECTION POLICY. As per Article of main body of Agreement. ARTICLE DURATION As per Article of main body of Agreement. FULL-TIME AND PART-TIME OF UNDERSTANDING BETWEEN THE BAY ("the Company") AND CAW CANADA LOCAL ("the Union") * numbers may differ by agreements.
