Common use of NO DISCRIMINATION/NO HARASSMENT Clause in Contracts

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 Collective Agreement. 20.09 Employees found to have harassed another person may be subject to disciplinary action ranging from oral warning up to and including discharge from employment.

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 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 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 Collective Agreement. 20.09 Employees found to have harassed another person may be subject to disciplinary action ranging from oral warning up to and including discharge from employment.