NO HARASSMENT AND DISCRIMINATION. 4.01 The Employer and the Union agree that they will not discriminate against any employee, or intimidate, threaten, coerce or restrain any employee because of membership or non-membership, past or present, in the Union.
4.02 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 Human Rights Code, the University's Harassment and Discrimination Policy, or the Occupational Health and Safety Act.
4.03 Harassment in the workplace is defined as engaging in a course of vexatious comment or conduct against another person or persons in the workplace that is known or ought reasonably to be known to be unwelcome. It includes objectionable acts, comments, or displays that demean, belittle, or cause personal humiliation or embarrassment, and any act of intimidation or threat.
4.04 Harassment is not properly discharged supervisory responsibilities including 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.
4.05 Employees found to have harassed or discriminated against another person(s) could face disciplinary action ranging from verbal warning up to and including termination.
4.06 The Employer agrees that information and training regarding harassment and discrimination is essential and will work with the Union to ensure bargaining unit members are provided with appropriate information and training about the University’s discrimination and harassment policies and programs, which will include information about applicable legislation.
4.07 The parties agree that allegations of discrimination and harassment should be dealt with in a timely manner; therefore, allegations of discrimination and harassment will be investigated on a timely basis and in cases where harassment or discrimination is/are found to have occurred, the situation may be addressed through education or mediation, as may be appropriate to the specific circumstances of a case. Such education or mediation may be part of the informal resolution stage of the grievance procedure if the matter is pursued under that procedure.
4.08 The parties agree that the preferred method of handling complaints is to follow the procedures established by the University’s Human Resources ...
NO HARASSMENT AND DISCRIMINATION. 3.01 The Employer and the Union agree that they will not discriminate against any employee, or intimidate, threaten, coerce or restrain any employee because of membership or non-membership, past or present in the Union.
3.02 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 Human Rights Code, RSO 1990, c H.19, as amended from time to time (hereinafter the “Human Rights Code”) the University's Harassment and Discrimination Prevention and Response Policy, or the Occupational Health and Safety Act, RSO 1990, c O.1, as amended from time to time (hereinafter, the “Occupational Health and Safety Act”).
3.02.1 Harassment is defined as set out in the University’s Harassment and Discrimination Prevention and Response Policy and means engaging in a course of vexatious comment or conduct that exceeds the bounds of free expression or academic freedom as these are understood in University policies, which is known or ought reasonably to be known to be unwelcome. This includes not merely direct and intentional acts of Harassment, but also includes engaging in verbal or non-verbal behaviour or communication that is known or ought to reasonably be known to be hostile, intimidating or threatening, or that deliberately seeks to control or manipulate or otherwise harm another person, and can include comment or conduct through any electronic media regardless of where it originates. While it might be, Harassment need not be connected to a ground protected by the Ontario Human Rights Code. Differences of opinion, personality conflicts, or disagreements between individuals are not generally considered to be Harassment.
3.02.2 Harassment is not properly discharged supervisory responsibilities including 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.
3.02.3 Employees found to have harassed or discriminated against another person(s) could face disciplinary action ranging from verbal warning up to and including termination.
3.02.4 The Employer agrees that information and training regarding harassment and discrimination is essential and will work with the Union to ensure bargaining unit members are provided with appropriate information a...
NO HARASSMENT AND DISCRIMINATION. 3.1 The parties agree there shall be no harassment and/or discrimination on the basis of any prohibited grounds set forth in the Saskatchewan Human Rights Code (subject to pension and benefits provisions). Nor shall inclusion or activity in the Association or the Bargaining Unit be cause for discrimination. The parties further agree there shall be no harassment and/or discrimination practiced with respect to any academic staff member who, in a professionally responsible manner, expresses disagreement with the College’s policies and procedures. If there is dispute about whether a member has behaved in a professionally responsible manner, the issue shall be subject to the grievance/arbitration process. The Saskatchewan Human Rights Code mandates educational accommodations for persons with disabilities. Everyone, including academic staff and administrators, involved in the accommodation process must undertake their roles seriously and with integrity, ensuring that accommodations requested do not compromise academic standards and adhere to the principles of natural justice. It is recognized that the accommodation process depends upon honesty and fairness.
3.2 The parties recognize the value of diversity in the College community and are committed to ensuring equal opportunities for all employees. The College shall develop and maintain employment policies, practices, and systems that have a favourable effect on the hiring, retention and promotion of members of designated groups, including women, Aboriginal peoples, persons with disabilities, visible, and non-visible minorities. A method to monitor equity, agreeable to both the College and the Faculty Association, shall be developed immediately following the signing of this Agreement, and no later than six months from the signing of this agreement. The results shall be reported to the subsequent faculty forum meeting.
3.3 The College shall: − set goals for hiring, training, and promoting designated groups, and implement action for achieving these goals; − set a timetable for achieving employment equity goals, including appropriate representation of designated groups. The Faculty Association shall be provided data tracking progress on the above annually.
3.4 When recruiting academic staff members, the College shall: - ensure that all advertisements reflect the College’s commitment to employment equity and encourage self-identification; - ensure whenever possible that search committees have appropriate gender repre...
NO HARASSMENT AND DISCRIMINATION. 7.01 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.
7.02 There shall be no discrimination, restriction or coercion exercised or practiced in respect of any Employee by either Party by reason of age, race, ancestry, colour, place of origin, political or religious belief, gender, gender identity, gender expression, 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.
7.03 Article 7.02 shall not apply with respect to a refusal, limitation, specification or preference based on a bona fide occupational requirement.
7.04 For the purposes of this Agreement, harassment is defined as any objectively improper conduct by an individual that is directed at and offensive to another person or persons in the workplace, and that the Employee individual knew or ought reasonably to have known would cause offense or harm. It comprises any objectively inappropriate act, comment or display;
(a) when such conduct might reasonably be expected to cause insecurity, discomfort, 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 interfering with a person’s work performance or creating an intimidating, hostile or offensive work environment. Harassment includes but is not limited to bullying, sexual harassment and workplace violence.
7.05 An Employee who has a complaint of discrimination or harassment has a responsibility to document the incident and advise the offender that their actions are unwanted and improper. If the Employee is uncomfortable or feels intimidated about confronting the offender, the Employee shall contact their immediate supervisor, the Department Head, Human Resources or Union Representative for assistance.
7.06 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 man...
NO HARASSMENT AND DISCRIMINATION. 3.01 The Employer and the Union agree that they will not discriminate against any employee, or intimidate, threaten, coerce or restrain any employee because of membership or non- membership, past or present in the Union.
NO HARASSMENT AND DISCRIMINATION. 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 Human Rights Code, RSO 1990, c H.19, as amended from time to time (hereinafter the “Human Rights Code”), the University’s Harassment and Discrimination Prevention and Response Policy, or the Occupational Health and Safety Act, RSO 1990, c O.1, as amended from time to time (hereinafter, the “Occupational Health and Safety Act”).
NO HARASSMENT AND DISCRIMINATION. 7.01 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.
7.02 There shall be no discrimination, restriction or coercion exercised or practiced in respect of any Employee by either Party by reason of age, race, ancestry, colour, place of origin, political or religious belief, gender, gender identity, gender expression, 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.
7.03 Article 7.02 shall not apply with respect to a refusal, limitation, specification or preference based on a bona fide occupational requirement.
7.04 For the purposes of this Agreement, harassment is defined as any objectively improper conduct by an individual that is directed at and offensive to another person or persons in the workplace, and that the Employee individual knew or ought reasonably to have known would cause offense or harm. It comprises any objectively inappropriate act, comment or display;
(a) when such conduct might reasonably be expected to cause insecurity, discomfort, offense or humiliation to another person or group;
(b) when submission to such conduct is made, either implicitly or explicitly, draft intimidated about confronting the offender, the Employee shall contact their immediate supervisor, the Department Head, Human Resources or Union Representative for assistance.
NO HARASSMENT AND DISCRIMINATION. 7.01 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.
7.02 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, sexual orientation, 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.
7.03 Article 7.02 shall not apply with respect to a refusal, limitation, specification or preference based on a bona fide occupational requirement.
7.04 The Employer shall maintain current policies to ensure the workplace is free from harassment, abuse and discrimination. Should the Employer change, modify or remove the policy, the Union will be notified forthwith. Harassment includes but is not limited to bullying, sexual harassment and workplace violence.
7.05 When an incident of workplace harassment or discrimination is alleged, it shall be investigated in accordance with the Employer policy in an objective, timely and sensitive manner.
7.06 The Manager, in consultation with the Human Resource representative, shall ensure that the complainant and respondent are informed in writing of the outcome of the harassment or discrimination investigation.
NO HARASSMENT AND DISCRIMINATION. 8 Staff Development and Meetings ..................................................................................................
NO HARASSMENT AND DISCRIMINATION. Client and Collaborator are mutually committed to providing Program participants, staff, and volunteers with a safe and welcoming environment free of harassment, discrimination, and threatening behavior. Client and Collaborator will discuss and address any such misconduct that may arise.
