NO DISCRIMINATION/NO HARASSMENT. 6.01 The Employer, Union and Employees are committed to supporting an abuse and harassment free work environment that promotes a culture of trust, dignity and respect. Harassment includes but is not limited to bullying, sexual harassment and workplace violence.
6.02 There shall be no discrimination, restriction or coercion exercised or practiced in respect of any Employee by either Party by reason of age, race, colour, place of origin, political or religious belief, gender, gender expression, gender identity, sexual orientation, marital status, source of income, family status, physical or mental disability, nor by reason of membership or non-membership or activity in the Union nor in respect of an Employee’s or Employer’s exercising any right conferred under this Collective Agreement or any law of Canada or Alberta.
6.03 Clause 6.02 shall not apply with respect to a refusal, limitation, specification or preference based on a bona fide occupational requirement.
6.04 The Employer shall maintain current policies to ensure the workplace is free from harassment, abuse and discrimination. The Employer will ensure a current hard copy of the policy will be maintained on each unit/department. Should the Employer change, modify or remove the policy, the Union will be notified forthwith.
6.05 When an incident of workplace harassment or discrimination is alleged, it shall be investigated in accordance with the Employer policy and Employees are required to cooperate with the investigation. Investigations will be conducted in an objective, timely and sensitive manner. Investigations will be concluded within ninety (90) days from the date the complaint was submitted to the Employer unless circumstances warrant an extension which the Union will not unreasonably deny.
6.06 Employees who are complainants of or respondents to an allegation will be informed in writing of the investigation’s conclusions and general outcome subject to applicable privacy legislation.
NO DISCRIMINATION/NO HARASSMENT. This Article is not intended to limit access to rights or provisions under the Saskatchewan Human Rights Code.
NO DISCRIMINATION/NO HARASSMENT. 20.01 The parties are committed to creating and maintaining a working environment that is founded on the fair treatment of all members of the University community. Therefore, the parties do not condone behaviour that is contrary to the Ontario Human Rights Code.
20.02 As provided by the Ontario Human Rights Code, every Employee has a right to equal treatment with respect to employment without discrimination because of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, record of offences, marital status, family status, or disability. Further, every Employee has a right to equal treatment with respect to employment without discrimination because of gender identity or expression, or by reason of their membership or non-membership or activity or non-activity in the Union.
20.03 When a discrimination or harassment complaint arises, the Employee may seek assistance from the University Human Rights Office or may elect to file a grievance. Upon being approached by the Employee, staff of the University’s Human Rights Office shall inform the Employee of her/his right to seek assistance and representation from the Union.
20.04 There shall be no reprisal or retaliation nor any threat of reprisal or retaliation against anyone for pursuing rights under this Article or for participating in proceedings under this Article. Any such alleged reprisal or retaliation or threat thereof shall be grounds for filing a grievance under this Article.
20.05 Employees found to have harassed or discriminated against others could face disciplinary action ranging from oral warning up to and including discharge from employment.
20.06 Workplace harassment is defined by the Occupational Health and Safety Act as engaging in a course of vexatious comment or conduct against another person or persons in a workplace that is known or ought to reasonably be known to be unwelcome. It comprises of any objectionable act, comment, or display that demeans, belittles, or causes personal humiliation, embarrassment, or intimidation.
20.07 Harassment does not include an Employment Supervisor’s properly exercised responsibilities such as performance evaluation, disciplinary action, day-to-day management of the operation, or conduct that does not interfere with a climate of understanding and respect for the dignity and work of Queen's University Employees.
20.08 Complaints of workplace harassment will be processed as grievances in accordance with the Coll...
NO DISCRIMINATION/NO HARASSMENT. 39.01 For the purposes of this Agreement, harassment is defined as any improper conduct by an individual that is directed at and offensive to another person or persons in the workplace, and that the individual knew or ought reasonably to have known would cause offence or harm. It comprises any objectionable act, comment or display:
(a) when such conduct might reasonably be expected to cause offense or humiliation to another person or group;
(b) when submission to such conduct is made, either implicitly or explicitly, a condition of employment or is used as a basis for any employment decision; or
(c) when such conduct has the purpose or effect of creating an intimidating, hostile or offensive work environment. Harassment includes, but is not limited to sexual harassment and workplace violence. Reasonable action taken by the employer or supervisor relating to the management and direction of workers or a work site is not harassment.
39.02 An Employee who has a complaint of discrimination or harassment has a responsibility to document the incident and advise the offender that his or her actions are unwanted and improper. If the Employee is uncomfortable or feels intimidated about confronting the offender, the Employee shall contact her immediate supervisor, the Department Head, Human Resources or Union Representative for assistance.
39.03 The Employer will not disclose the circumstances related to an incident of harassment or the names of the parties involved (including the complainant, the person alleged to have committed the harassment, and any witnesses) except where necessary to investigate the incident, to take corrective action, to inform the parties involved in the incident of the results of the investigation and corrective action taken, or as required by law.
39.04 If an Employee submits a complaint of discrimination or harassment the Employer shall conduct an investigation in accordance with the Employer’s policy and Employees are required to cooperate with the investigation. All complaints will be dealt with promptly and in a confidential manner. Investigations will be concluded within ninety (90) days from the date of the complaint unless documented circumstances warrant an extension and agreement from the Union is received.
39.05 If the investigation determines that discrimination or harassment has occurred, the Employer may impose disciplinary action, up to and including discharge.
39.06 The Employer will not tolerate any form of retaliation again...
NO DISCRIMINATION/NO HARASSMENT. 6.01 The Employer, Union and Employees are committed to supporting an abuse and harassment free work environment that promotes a culture of trust, dignity and respect.
6.02 There shall be no discrimination, harassment, restriction or coercion exercised or practiced by either party in respect of an Employee by reason of race, colour, creed, national origin, political or religious affiliation, gender, sexual orientation, gender expression, gender identity, marital status, family status, age, physical disability, mental disability, source of income, nor by reason of membership or non- membership or lawful activity in the Union, nor in respect of an Employee or Employer exercising any right conferred under this Collective Agreement or any law of Canada or Alberta.
6.03 Article 6.01 shall not apply with respect to a refusal, limitation, specification or preference based on a bona fide occupational requirement.
NO DISCRIMINATION/NO HARASSMENT. 40.01 The Company agrees that it will not in any manner object to any employee being, or becoming a member of the Union, and will not in any manner interfere with, nor discriminate against any Employee because of his/her membership or proposed membership in the Union or for their involvement or lack of involvement in the Union. The Employees will not, in any manner interfere with nor attempt to limit, the right of the Company, or the rights of any duly authorized officer acting for the Company.
40.02 Both the Company and the Union recognize their respective responsibilities under the Ontario Human Rights Code, the Occupational Health and Safety Act of Ontario and any other similar statutory requirement. Both parties hereby, reaffirm their commitment not to discriminate in any manner relating to employment on the basis of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, marital status or handicap.
NO DISCRIMINATION/NO HARASSMENT. The Board and the Association agree that:
i. no employee shall in any manner be discriminated against or coerced, restrained or influenced on account of membership or non-membership in any labour organization.
ii. there shall be no discrimination or harassment practiced, by either party, by reason of an employee’s membership or activity in the Association.
iii. there shall be no discrimination practiced, by either party, by reason of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, marital status, family status or disability, as defined in Section 10(1) of the Ontario Human Rights Code (OHRC).
NO DISCRIMINATION/NO HARASSMENT. The Employer and the Union agree that every member has a right to freedom from discriminationand harassment as described in the Board’s harassment policy. The Employer and the Union will jointly provide harassment to employees in the bargaining unit. The Employer and the Union agree that there will be no intimidation, discrimination, interference, restraint or coercion exercised or practiced by either of them or by any of their representatives or members because of an employee’s membership or non-membership in the Union or because of activity or lack of activity in the Union. The parties agree to recognize the Ontario Human Rights Code in so far as it applies to the Employees in this bargaining unit. In the event of an by an employee that the Employer has violated the Code, it is agreed that the parties will request the Ontario Human Rights Commission to defer consideration of such complaint until the grievance procedure has been concluded. The of employment shall be limited to matters pertaining to the work responsibilities of each employee and shall be connected to the operations of the Employer.
NO DISCRIMINATION/NO HARASSMENT. 7.01 There shall be no discrimination, interference, restriction or coercion exercised or practiced upon any employee by either party because of membership in the Union or in contravention of the Human Rights Act of the Province of New Brunswick as amended from time to time.
7.02 The Union and the Employer recognize the right of employees to work in an environment free from harassment, abuse of authority and bullying and agree that harassment, abuse of authority and bullying will not be tolerated in the workplace.
7.03 Harassment and abuse of authority are defined as per the Workplace Harassment Policy AD-2913.
NO DISCRIMINATION/NO HARASSMENT. No Discrimination
4.01 In the application of this Collective Agreement, neither the Employer, nor the Union, nor any of their representatives or Members will threaten, coerce or discriminate against an employee or other member of the University community based on race, colour, sex, gender, pregnancy, sexual orientation, civil status, age except as provided by law, religion, political convictions, language, ethnic or national origin, social condition, a handicap or the use of any means to palliate a handicap. No Harassment
4.02 Every Member has a right to a work environment free from harassment. The Employer shall take reasonable action to prevent harassment and, when made aware of such behaviour, take appropriate action to end it.
4.03 Harassment is defined as any vexatious behaviour in the form of repeated and hostile or unwanted conduct, verbal comments, actions or gestures, that affect a Member's dignity or psychological or physical integrity and that result in a harmful work environment for the Member. Vexatious behaviour may include a single serious incidence of such behaviour that has a lasting harmful effect on a Member.
