Common use of Joint Statement Clause in Contracts

Joint Statement. The Union and the Employer recognize the right of employees to work in an environment that is free from acts of Discrimination, including Personal and Sexual Harassment. Therefore, the Union and the Employer agree to cooperate in the investigation and resolution of any complaints arising from allegations of Personal or Sexual Harassment. The Human Rights Act of the Province of British Columbia protects individuals from acts of discrimination with respect to employment, or any term or condition of employment because of a person’s race, colour, ancestry, place of origin, political belief, religion, marital status, family status, physical or mental disability, sex, sexual orientation, or age of that person, or because that person has been convicted of a criminal or summary conviction offense that is unrelated to the employment or the intended employment of that person. Personal harassment is a form of discrimination and shall be defined as any conduct that is unwelcome or that ought to be known to be unwelcome, and that is based on one or more of the prohibited grounds identified in the Human Rights Act of the Province of British Columbia. Sexual harassment is a form of discrimination and shall be defined as any conduct of a sexual nature that is unwelcome or that ought to be known to be unwelcome. Both Personal and Sexual Harassment may be direct or indirect, verbal, physical or unintended, unsolicited or unwelcome, repetitive or a single incident. Harassment may include, but is not limited to such conduct as crude language, sexist or racist remarks, unwelcome jokes and cartoons, nude or semi- nude pictures, displaying of racist or bigoted materials, or other unwelcome conduct. The result of the unwelcome conduct creates an environment that is uncomfortable or hostile for one or more employees. Because of the sensitivity of such situations, and the desire to handle these matters in a confidential and expeditious manner, complaints may be referred to the Administrator, or any Manager, Supervisor, or Union Representative. An appropriate investigation will be carried out in full accordance with the procedures outlined in this policy. At any meeting in this regard, the complaint may be accompanied by a Union Official and/or the Union’s National Representative. Should any complaint remain unresolved, the Complainant may initiate a grievance at Step 3. It is understood that the Respondent to allegations of harassment shall have the right to know of, and will be informed about any allegations. The Respondent will also have the right to appropriate representation, and where a bargaining unit employee receives disciplinary action, or is dismissed as a result of findings relating to harassment, such action shall be subject to the grievance procedure in accordance with the Collective Agreement. No employee shall be subject to reprisal as a result of pursuing a complaint when that person has reasonable cause to believe that such complaint is with proper cause. However, where an allegation is APPENDIX “A” – PERSONAL AND SEXUAL HARASSMENT JOINT STATEMENT (cont’d) Page 2 found to be false and for the purpose of causing damage to the reputation of another person(s), the accuser will be subject to disciplinary action. The Union and the Employer agree that this policy deals with and applies only to allegations that an employee has been subject to an act of discrimination, involving one or more of the protected categories of the Human Rights Act of the Province of British Columbia, including acts of Personal and Sexual Harassment. Complaint Procedure

Joint Statement. The Union and the Employer recognize the right of employees to work in an environment that is free from acts of Discrimination, including Personal and Sexual Harassment. Therefore, the Union and the Employer agree to cooperate in the investigation and resolution of any complaints arising from allegations of Personal or Sexual Harassment. The Human Rights Act of the Province of British Columbia protects individuals from acts of discrimination with respect to employment, or any term or condition of employment because of a person’s race, colour, ancestry, place of origin, political belief, religion, marital status, family status, physical or mental disability, sex, sexual orientation, or age of that person, or because that person has been convicted of a criminal or summary conviction offense that is unrelated to the employment or the intended employment of that person. Personal harassment is a form of discrimination and shall be defined as any conduct that is unwelcome or that ought to be known to be unwelcome, and that is based on one or more of the prohibited grounds identified in the Human Rights Act of the Province of British Columbia. Sexual harassment is a form of discrimination and shall be defined as any conduct of a sexual nature that is unwelcome or that ought to be known to be unwelcome. Both Personal and Sexual Harassment may be direct or indirect, verbal, physical or unintended, unsolicited or unwelcome, repetitive or a single incident. Harassment may include, but is not limited to such conduct as crude language, sexist or racist remarks, unwelcome jokes and cartoons, nude or semi- semi‐ nude pictures, displaying of racist or bigoted materials, or other unwelcome conduct. The result of the unwelcome conduct creates an environment that is uncomfortable or hostile for one or more employees. Because of the sensitivity of such situations, and the desire to handle these matters in a confidential and expeditious manner, complaints may be referred to the Administrator, or any Manager, Supervisor, or Union Representative. An appropriate investigation will be carried out in full accordance with the procedures outlined in this policy. At any meeting in this regard, the complaint may be accompanied by a Union Official and/or the Union’s National Representative. Should any complaint remain unresolved, the Complainant may initiate a grievance at Step 3. It is understood that the Respondent to allegations of harassment shall have the right to know of, and will be informed about any allegations. The Respondent will also have the right to appropriate representation, and where a bargaining unit employee receives disciplinary action, or is dismissed as a result of findings relating to harassment, such action shall be subject to the grievance procedure in accordance with the Collective Agreement. No employee shall be subject to reprisal as a result of pursuing a complaint when that person has reasonable cause to believe that such complaint is with proper cause. However, where an allegation is APPENDIX “A” – ‐ PERSONAL AND SEXUAL HARASSMENT JOINT STATEMENT (cont’d) Page 2 found to be false and for the purpose of causing damage to the reputation of another person(s), the accuser will be subject to disciplinary action. The Union and the Employer agree that this policy deals with and applies only to allegations that an employee has been subject to an act of discrimination, involving one or more of the protected categories of the Human Rights Act of the Province of British Columbia, including acts of Personal and Sexual Harassment. Complaint Procedure

Joint Statement. The Union and the Employer recognize the right of employees to work in an environment that is free from acts of Discrimination, including Personal and Sexual Harassment. Therefore, the Union and the Employer agree to cooperate in the investigation and resolution of any complaints arising from allegations of Personal or Sexual Harassment. The Human Rights Act of the Province of British Columbia protects individuals from acts of discrimination with respect to employment, or any term or condition of employment because of a person’s race, colour, ancestry, place of origin, political belief, religion, marital status, family status, physical or mental disability, sex, sexual orientation, or age of that person, or because that person has been convicted of a criminal or summary conviction offense that is unrelated to the employment or the intended employment of that person. Personal harassment is a form of discrimination and shall be defined as any conduct that is unwelcome or that ought to be known to be unwelcome, and that is based on one or more of the prohibited grounds identified in the Human Rights Act of the Province of British Columbia. Sexual harassment is a form of discrimination and shall be defined as any conduct of a sexual nature that is unwelcome or that ought to be known to be unwelcome. Both Personal and Sexual Harassment may be direct or indirect, verbal, physical or unintended, unsolicited or unwelcome, repetitive or a single incident. Harassment may include, but is not limited to such conduct as crude language, sexist or racist remarks, unwelcome jokes and cartoons, nude or semi- semi-nude pictures, displaying of racist or bigoted materials, or other unwelcome conduct. The result of the unwelcome conduct creates an environment that is uncomfortable or hostile for one or more employees. Because of the sensitivity of such situations, and the desire to handle these matters in a confidential and expeditious manner, complaints may be referred to the Administrator, or any Manager, Supervisor, or Union Representative. An appropriate investigation will be carried out in full accordance with the procedures outlined in this policy. At any meeting in this regard, the complaint may be accompanied by a Union Official and/or the Union’s National Representative. Should any complaint remain unresolved, the Complainant may initiate a grievance at Step 3. It is understood that the Respondent to allegations of harassment shall have the right to know of, and will be informed about any allegations. The Respondent will also have the right to appropriate representation, and where a bargaining unit employee receives disciplinary action, or APPENDIX “G” - PERSONAL AND SEXUAL HARASSMENT JOINT STATEMENT (cont’d) Page 2 is dismissed as a result of findings relating to harassment, such action shall be subject to the grievance procedure in accordance with the Collective Agreement. No employee shall be subject to reprisal as a result of pursuing a complaint when that person has reasonable cause to believe that such complaint is with proper cause. However, where an allegation is APPENDIX “A” – PERSONAL AND SEXUAL HARASSMENT JOINT STATEMENT (cont’d) Page 2 found to be false and for the purpose of causing damage to the reputation of another person(s), the accuser will be subject to disciplinary action. The Union and the Employer agree that this policy deals with and applies only to allegations that an employee has been subject to an act of discrimination, involving one or more of the protected categories of the Human Rights Act of the Province of British Columbia, including acts of Personal and Sexual Harassment. Complaint Procedure