Common use of NO DISCRIMINATION/NO HARASSMENT Clause in Contracts

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. 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 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 originancestry, political or religious belief, gender, gender expressionidentity, gender identityexpression, sexual orientation, marital status, place of origin, source of income, family status, physical or mental disability, disability nor by reason of membership or non-membership or activity in the Union nor in respect of an Employee’s 's or Employer’s 's exercising any right conferred under this Collective Agreement or any law of Canada or Alberta. 6.03 Clause 6.02 Article 6.01 shall not apply with respect to a refusal, limitation, specification or preference based on a bona fide occupational requirement. 6.04 (a) 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. (b) The Employer shall include a hyperlink to the policy outlined in 6.04(a) above in the digital copy of the collective agreement posted on the Employer’s internal website. 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 in writing. A request by the Union will Employer to extend the ninety (90) day timeline shall not be unreasonably denydenied. 6.06 Employees who are complainants of or respondents to an allegation will be informed in writing of the investigation’s conclusions conclusion and general outcome subject to applicable privacy legislation.

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 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 originancestry, political or religious belief, gender, gender expressionidentity, gender identityexpression, sexual orientation, marital status, place of origin, source of income, family status, physical or mental disability, disability nor by reason of membership or non-membership or activity in the Union nor in respect of an Employee’s 's or Employer’s 's exercising any right conferred under this Collective Agreement or any law of Canada or Alberta. 6.03 Clause 6.02 Article 6.01 shall not apply with respect to a refusal, limitation, specification or preference based on a bona fide occupational requirement. 6.04 (a) 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. (b) The Employer shall include a hyperlink to the policy outlined in 6.04(a) above in the digital copy of the collective agreement posted on the Employer’s internal website. My Safety | CompassionNET | Covenant Health 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 in writing. A request by the Union will Employer to extend the ninety (90) day timeline shall not be unreasonably denydenied. 6.06 Employees who are complainants of or respondents to an allegation will be informed in writing of the investigation’s conclusions conclusion and general outcome subject to applicable privacy legislation.