No Discrimination and No Harassment. 7.01 The University and the Union agree that there will be no discrimination, harassment, interference, restriction, intimidation or coercion with respect to any Graduate Assistant regarding the terms or conditions of her or his employment by reason of race; religion; religious creed; political opinion; political activity; colour or ethnic, national or social origin; sex; pregnancy; sexual orientation; gender identity; marital status; family status; physical disability or mental disability; disfigurement; source of income; age; except as may be permitted by the Human Rights Act, 2010 c. H-13.1, as amended, nor by reason of membership or non-membership in the Union, nor by reason of language (except where the lack of language competence would clearly prevent the carrying out of required duties). While the parties agree not to discriminate on the basis of place of residence, a Graduate Assistant who chooses to reside in a location which predictably interferes with the discharge of his or her responsibilities may not cite this clause as a defence against disciplinary action resulting from that failure to discharge his or her responsibilities.
No Discrimination and No Harassment. A. The University and the Union agree that there shall be no discrimination exercised against any member of the bargaining unit in the application of this Agreement for reasons including but not limited to race, colour, age, sex, marital status, parental status, familial relationship to any person employed by the University except a person directly in charge of the execution of her/his duties, place of origin, ancestry, political affiliations or activities, citizenship, sexual orientation, religious beliefs, place of residence, disabilities, pregnancy, nor by reason of her/his membership, non-membership or activity in the Union, except for bonafide occupational requirements (BFOR). Discipline or dismissal for failure to fulfill teaching or teaching support responsibilities according to the terms of this Agreement shall not constitute discrimination.
No Discrimination and No Harassment. The Association/Company and the Union agree to abide by the terms and conditions set forth under the applicable Provincial Human Rights Code and any further amendments thereto. Unifor and the Association/Company recognize that there shall be no harassment, discrimination, interference, restriction or correction exercised or practiced with respect to any employees of the Association in any matters of hiring, training, promotion, transfer, lay-off, discharge or otherwise by reason of race, creed, colour, national origin, political or religious affiliation, sex or marital status, sexual orientation or membership or activity in the Union. The Association/Company and Union agree that everyone has the right to work in an environment free of harassment. The parties agree to establish a Joint Policy on a Harassment-Free Workplace and procedures and processes on ways to promote, educate and communicate this understanding within the Association/Company. The Joint Consultation Committee under Article 4 Section 4 b. 1. shall review related issues and make recommendations to the Union and Association/Company. It is agreed that the Unifor Harassment Policy will be the foundation for the Unifor Local 247 and Company/Association policy on Harassment.
No Discrimination and No Harassment. 3.01 The Employer and the Union jointly affirm that every employee is entitled to a respectful workplace which is free from discrimination and harassment as defined in the Ontario Human Rights Code.
No Discrimination and No Harassment. 5.1 Except where otherwise provided for by this Agreement or applicable law, the Parties agree that there shall be no discrimination, harassment, interference, restriction or coercion exercised with respect to any Employee in regard to any terms and conditions of employment except for such distinction, exclusion, limitation or protection as may constitute a bona fide occupational requirement under law. In accordance with the Manitoba Human Rights Code, C.C.S.M. c H175, such factors are:
No Discrimination and No Harassment. The parties agree that they will not discriminate against any employee because of race, color, creed, class, national origin, religion, sex, age, marital status, physical and/or mental disability, personal appearance, sexual orientation, family responsibilities, matriculation, political affiliation or any other classification which may be covered by Federal, State or local law. The parties shall further ensure and maintain a working environment free from harassment, intimidation and coercion at all sites and facilities at which the Union's members are assigned to work.
No Discrimination and No Harassment. 14.01 The Alliance and the Employer recognize the right of employees to work in an environment free from sexual and personal harassment and the Employer undertakes to ensure that sexual and personal harassment will not be tolerated in the workplace. There shall be no discrimination, interference, restriction, coercion, harassment, intimidation, or any disciplinary action exercised or practiced with respect to an employee by reason of age, race, creed, colour, national origin, religious affiliation, sex, sexual orientation, family status, mental or physical disability, language, political affiliation, marital status and criminal record for which a pardon has been granted or membership or activity in the union.
No Discrimination and No Harassment. 7.01 The University and the Union agree that there will be no discrimination, harassment, interference, restriction, intimidation or coercion with respect to any Postdoctoral Fellow regarding the terms or conditions of her or his employment by reason of race; religion; religious creed; political opinion; political activity; colour or ethnic, national or social origin; sex; pregnancy; sexual orientation; gender identity; gender expression, marital status; family status; physical disability or mental disability; disfigurement; source of income; age; except as may be permitted by the Human Rights Xxx, 0000, c. H-13.1, as amended, nor by reason of membership or non-membership in the Union, nor by reason of language (except where the lack of language competence would clearly prevent the carrying out of required duties). While the parties agree not to discriminate on the basis of place of residence, a Postdoctoral Fellow who chooses to reside in a location which predictably interferes with the discharge of his or her responsibilities may not cite this clause as a defense against disciplinary action resulting from that failure to discharge his or her responsibilities.
No Discrimination and No Harassment. Section 22.1 This Article is intended to preserve the dignity and professionalism of the workplace and construction site as well as protect the right of employees to be free from discrimination, unlawful harassment, retaliation and inappropriate conduct toward others based on a protected status. Discrimination, unlawful harassment, retaliation and inappropriate conduct toward others based on a protected status are contrary to the values of Metropolitan, the Contractors and the Unions. There shall be no unlawful discrimination, harassment or retaliation by any Contractor or Union on the basis of sex, gender, race, national origin, color, ancestry, religion, ethnicity, age, disability, genetic information, sexual orientation, gender identity, gender expression, marital status, denial of family care leave, military and veteran status, criminal record, past incarceration, previous status as a xxxxxx youth, medical condition, political affiliation, membership in a labor organization in hiring and dispatching workers for the project, or any other characteristic protected by state or federal employment law. All Contractors and employees are responsible for conducting themselves in accordance with this Article. Any Contractor, Contractor employee or Union representative proven to be in violation of this Article is subject to immediate removal from the Covered Project.
No Discrimination and No Harassment. 27.01 (a) The parties recognize that the Employer has a policy and guidelines regarding the prevention of harassment that allows its employees the substantive right to grieve or file a harassment complaint for issues involving harassment, including sexual harassment and abuse of authority (such as retribution for reporting abuses of office or “whistle-blowing”), as defined in the policy. This policy protects the rights of employees to work in an environment free from such harassment as defined under the Canadian Human Rights Act and confirms that harassment will not be tolerated in the workplace.
