Common use of JOINT HARASSMENT PROTECTION Clause in Contracts

JOINT HARASSMENT PROTECTION. POLICY The Company and the Union fully support the policy that: (a) 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. (b) 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. (c) Any employee believing him/her 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, humiliating or vexatious. (d) 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 problems which 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 him/her to be harassed by another employee, he/she may discuss the nature of the incident(s) with any one of the following individuals of their choosing: (a) immediate manager (b) store executive An employee, either the complainant or the alleged harasser, may seek the assistance of a union representative or a co-worker during any part of the process. If the employee elects to discuss the complaint with the manager, or store executive, it is then the responsibility of the recipient to notify the Store executive immediately of the complaint unless the matter is fully resolved and the employee is completely comfortable with the situation. Since the complaint is of a sensitive nature, the complainant should be given the opportunity to request a suitable interviewer, perhaps, for instance, of the same sex. If this is not possible, the complainant should then be given the opportunity to express, in writing, to the person of his/her choice, the events that transpired.

JOINT HARASSMENT PROTECTION. POLICY The Company and the Union fully support the policy that: (a) 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. (b) 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. (c) Any employee believing him/her 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, humiliating or vexatious. (d) 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 problems which 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 him/her herself to be harassed by another employee, he/she may discuss the nature of the incident(s) with any one of the following individuals of their choosing: (a) immediate manager (b) store executive An employee, either the complainant or the alleged harasser, may seek the assistance of a union representative or a co-worker during any part of the process. If the employee elects to discuss the complaint with the manager, or store executive, it is then the responsibility of the recipient to notify the Store executive immediately of the complaint unless the matter is fully resolved and the employee is completely comfortable with the situation. Since the complaint is of a sensitive nature, the complainant should be given the opportunity to request a suitable interviewer, perhaps, for instance, of the same sex. If this is not possible, the complainant should then be given the opportunity to express, in writing, to the person of his/her choice, the events that transpired.

JOINT HARASSMENT PROTECTION. POLICY The Company and the Union fully support the policy that: (a) 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. (b) 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. (c) Any employee believing him/her 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, humiliating or vexatious. (d) 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 problems which 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 him/her to be harassed by another employee, he/she may discuss the nature of the incident(s) with any one of the following individuals of their choosing: (a) immediate manager (b) store executive An employee, either the complainant or the alleged harasser, may seek the assistance of a union representative or a co-worker during any part of the process. If the employee elects to discuss the complaint with the manager, or store executive, it is then the responsibility of the recipient to notify the Store executive immediately of the complaint unless the matter is fully resolved and the employee is completely comfortable with the situation. Since the complaint is of a sensitive nature, the complainant should be given the opportunity to request a suitable interviewer, perhaps, for instance, of the same sex. If this is not possible, the complainant should then be given the opportunity to express, in writing, to the person of his/her choice, the events that transpired.

JOINT HARASSMENT PROTECTION. POLICY The Company and the Union fully support the policy that: (a) 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. (b) 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. (c) Any employee believing him/her 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, humiliating or vexatious. (d) 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 problems which 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 him/her to be harassed by another employee, he/she may discuss the nature of the incident(s) with any one of the following individuals of their choosing: (a) immediate manager (b) store executive An employee, either the complainant or the alleged harasser, may seek the assistance of a union representative or a co-worker during any part of the process. If the employee elects to discuss the complaint with the manager, or store executive, it is then the responsibility of the recipient to notify the Store executive immediately of the complaint unless the matter is fully resolved and the employee is completely comfortable with the situation. Since the complaint is of a sensitive nature, the complainant should be given the opportunity to request a suitable interviewer, perhaps, for instance, of the same sex. If this is not possible, the complainant should then be given the opportunity to express, in writing, to the person of his/her choice, the events that transpired. STEP TWO - FORMAL INVESTIGATION Once the matter has been brought to the attention of the Store executive, an internal investigation of the complaint will be conducted at which time the complainant will be requested to present, in writing, the particulars of the harassment. Such internal investigation will be initiated no later than ten (10) business days of the matter being brought to the attention of the Store executive, and shall be concluded no later than thirty (30) business days of the initiation of the investigation. Any extension of the aforementioned time frames must have the agreement of the complainant and the union if the complainant has chosen to involve it. Based on the outcome of the investigation, which will be provided in writing upon the completion of the investigation, to both the complainant and the union, should the complainant consent to this disclosure, it will be determined if there has been a breach of Company policy on harassment, and the appropriate action will be taken in the event that harassment is determined to have occurred. STEP THREE - SUBSEQUENT INCIDENTS Subsequent incidents should immediately be reported and followed by a written description to the most senior store executive involved in Step Two for further investigation and disciplinary action, if confirmed, with a copy to the union Chairperson with the consent of the complainant. After all steps of the Harassment Protection Policy have been exhausted, if the incident has not been resolved to the satisfaction of the employee, the employee may file a grievance at Step 2 of the grievance procedure.