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.
7.02 The University and the Union acknowledge the legal duty to accommodate any Graduate Assistant regarding the terms and conditions of his or her employment up to the point of undue hardship in accordance with the Human Rights Act, 2010 c. H-13.1, as amended.
7.03 In situations where an accommodation is required pursuant to clause 7.02 regarding the terms or conditions of any Graduate Assistant’s employment, the University, Union and Graduate Assistant shall meet to explore reasonable accommodation.
7.04 The University has a responsibility to provide a workplace and learning environment that is free of sexual and personal harassment.
7.05 The parties agree that the Union shall be entitled to representation on the Sexual Harassment Board.
7.06 A Graduate Assistant alleging that he or she has been personally harassed may file a complaint in accordance with the University’s Respectful Workplace Policy and/or may file a grievance in accordance with the Grievance Procedure.
7.07 A Graduate Assistant alleging that he or she has been sexually harassed shall pursue the matter in accordance with the University-Wide Procedures for Sexual Harassment Concerns and Complaints. This shall not preclude a Graduate Assistant from filing a grievance in accordance with the Grievance Procedure.
7.08 A Graduate Assistant who is disciplined ...
No Discrimination and No Harassment. 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.
4.01 The Employer and the Union are committed to a working and learning environment that allows for full and free participation of all members of the institutional community. Discrimination against and harassment of individuals, whether as members of any recognizable group or otherwise, undermine these objectives and violate the fundamental rights, personal dignity and integrity of individuals or groups of individuals.
4.02 This article is in accordance with all applicable federal and provincial legislation related to discrimination and harassment such as the Ontario Human Rights Code. It also applies to those situations defined as Workplace Harassment under the Occupational Health and Safety Act. The Safe Campus Policy (X.X.X.X. 1.46) should be consulted whenever there are concerns about violence in the workplace including domestic.
4.03 Except as permitted by law, there shall be no discrimination, interference, restriction or coercion exercised against or by any Employee regarding any term or condition of employment, nor shall any discrimination be exercised against or by Employees in the course of carrying out their duties, by reason of:
4.04 This Article shall not infringe upon the implementation of special programs disadvantaged persons or groups to achieve or attempt to achieve equal opportunity.
4.05 There shall be no Harassment or Sexual Harassment exercised against or by any Employee.
4.06 Harassment means engaging in a course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome. Harassment may be related to one or more of the prohibited grounds of discrimination under Article 4.03. Harassment includes sexual harassment, personal harassment, and workplace harassment. Harassment is a serious offence that may be cause for disciplinary sanctions including, where appropriate, dismissal.
4.07 Sexual Harassment includes comment or conduct of a sexual nature such as, but not limited to, sexual assault, verbal abuse or threats, unwelcome sexual invitations or requests, demands for sexual favours or unwelcome innuendo or taunting about a person’s body, physical appearance, sexual orientation or gender expression, and includes situations where:
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.
3.02 The Employer and the Union agree that there will be no discrimination, interference or coercion exercised or practiced by either party on the basis of Union membership or activity.
3.03 The parties agree that a respectful workplace includes a safe and healthy workplace as defined by the Ontario Occupational Health and Safety Act.
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. 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. 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:
a) ancestry, including colour and perceived race;
b) nationality or national origin;
c) ethnic background or origin;
d) religion or creed, or religious belief, religious association or religious activity;
e) age;
f) sex, including sex-determined characteristics or circumstances, such as pregnancy, the possibility of pregnancy, or circumstances related to pregnancy;
g) gender identity;
h) sexual orientation;
i) marital or family status;
j) source of income;
k) political belief, political association or political activity;
l) physical or mental disability or related characteristics or circumstances, including reliance on a service animal, a wheelchair, or any other remedial appliance or device; and
m) social disadvantage; or Activity in the Union. The Parties agree that the above list is amended as the Manitoba Human Rights Code,
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; 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 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 defense against disciplinary action resulting from that failure to discharge his or her responsibilities.
7.02 The University and the Union acknowledge the legal duty to accommodate any Graduate Assistant regarding the terms and conditions of his or her employment up to the point of undue hardship in accordance with the Human Rights Act, 2010
No Discrimination and No Harassment. 7.01 The University and the Union agree that there will be no discrimination, interference, restriction, intimidation or coercion with respect to any Per Course Instructor regarding the terms or conditions of 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 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, Per Course Instructors who choose to reside in locations which predictably interferes with the discharge of their responsibilities may not cite this clause as a defence against disciplinary action resulting from that failure to discharge their responsibilities.
No Discrimination and No Harassment. (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.
(b) For information purposes, the policy currently defines “harassment” as “any unwelcome and improper conduct by an individual that is directed at and offensive to another person or persons in the workplace and which the individual knew or ought to have reasonably known would cause offence or harm. It comprises any objectionable act, comment or display that demeans, belittles or causes intimidation or threat. It includes harassment within the meaning of the Canadian Human Rights Act.” The policy also indicates that “where harassment involves misuse of the power or authority inherent in an individual’s position, it constitutes an abuse of authority”.
(c) In accordance with the Employer’s harassment policy and guidelines, at the request of a complainant or respondent to a harassment complaint and subject to the requirements of the Access to Information Act and Privacy Act, the Employer shall provide the complainant and/or respondent with an official copy of the harassment complaint investigation report.
(d) The Employer and the Union agree that this Article does not create any substantive rights outside of those created in the Employer’s policy and that the terms of the Employer’s harassment policy and guidelines, do not form part of this agreement. The Employer confirms its intention to maintain a harassment policy and consult with UNDE regarding any amendments to the policy. A copy of the revised policy will be provided to PSAC and UNDE.
