NO HARASSMENT/ABUSE POLICY. The joint Labour/Management Health and Safety Committee will develop a No Harassment/Abuse Policy in accordance with provincial health and safety legislation and regulation. The policy will be reviewed annually by the health and safety committee and updated, if necessary. The “No Harassment/Abuse Policy” will be posted in the workplace and a copy will be given to each employee and the union representative within six (6) months of ratification of this collective agreement and, thereafter, within one (1) month of each update of the policy.
NO HARASSMENT/ABUSE POLICY. C-1 The Employer, in exercising its responsibility, endeavours at all times to provide a work environment that is supportive of both productivity and the personal goals, dignity and self-esteem of every employee. Harassment, including sexual harassment and abuse of authority, constitutes unacceptable conduct and shall not be tolerated.
NO HARASSMENT/ABUSE POLICY. At Western Glove Works, we are committed to providing a safe and respectful work environment for all staff and customers. No one may be harassed and no one has the right to harass anyone else, at work or in any situation related to employment with this organization. This policy is a step toward ensuring that our workplace is a respectful and safe place for all of us, free from harassment. What is Harassment? There are two main types of harassment. One type includes inappropriate conduct in any form about a person’s: • age, race • creed, religion • sex, sexual orientation • marital status, family status, economic status • political belief, association or activity • disability, size, weight, physical appearance • nationality, ancestry or place of origin A second main type relates to what is sometimes referred to as “bullying” behaviour that may involve: • repeated humiliation or intimidation that adversely affects a worker’s psychological or physical well-being • a single instance so serious that it has a lasting, harmful effect on a worker Harassment may be written, verbal, physical, a gesture or display, or any combination of these. It may happen only once, but often happens repeatedly. What is not Harassment? Reasonable actions by managers or supervisors to help manage, guide or direct workers or the workplace are not harassment. Appropriate employee performance reviews, counselling or discipline by a supervisor or manager is not harassment. Employee Rights and Responsibilities • Employees are entitled to work free of harassment at Western Glove Works. • Employees have the responsibility to treat each other with respect. We ask that any employee who experiences harassment or sees another person harassed reports it to a supervisor, manager or the Human Resources Department. • Employees are responsible to cooperate in the investigation of a harassment complaint. Anyone who investigates or gives evidence in a complaint investigation is asked to keep details confidential until the investigation is complete. • All employees have the right to file a complaint with the Manitoba Human Rights Commission. Employer Responsibilities • Management at Western Glove Works must ensure, as much as possible, that no employee is harassed in the workplace. • Management will take corrective action with anyone under their direction who harasses another person. • Management will not disclose the name of a complainant or an alleged harasser or the circumstances of the complaint t...
NO HARASSMENT/ABUSE POLICY. PREAMBLE
