Common use of NO HARASSMENT AND DISCRIMINATION Clause in Contracts

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 Department.

NO HARASSMENT AND DISCRIMINATION. 4.01 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, present in the Union. 4.02 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 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”). 4.03 3.02.1 Harassment in the workplace is defined as engaging in a course of vexatious comment comments or conduct against another person or persons in the workplace that is known or ought to reasonably to be known to be unwelcome. It includes objectionable acts, comments, comments or displays that demean, belittle, or cause personal humiliation or embarrassment, and any act of intimidation or threat. 4.04 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. 4.05 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. 4.06 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 and training about the University’s discrimination and harassment policies and programs, which will include information about applicable legislation. 4.07 3.02.5 The parties agree that allegations of discrimination and harassment should be dealt with in a timely manner; therefore. 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 3.02.6 The parties agree that the preferred method of handling complaints is to follow the procedures established by outlined in the University’s Human Resources Department's Harassment and Discrimination Policy if the subject matter of the complaint is one covered by that Policy.

NO HARASSMENT AND DISCRIMINATION. 4.01 ‌ 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, present in the Union. 4.02 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 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 ”). 4.03 3.02.1 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 bullying, objectionable acts, comments, or displays that demean, belittle, or cause personal humiliation or embarrassment, and any act of intimidation or threat. 4.04 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. 4.05 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. 4.06 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 and training about the University’s discrimination and harassment policies and programs, which will include information about applicable legislation. 4.07 3.02.5 The parties agree that allegations of discrimination and harassment should be dealt with in a timely manner; therefore. 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 3.02.6 The parties agree that the preferred method of handling complaints is to follow the procedures established by outlined in the University’s Human Resources Department's Harassment and Discrimination Policy if the subject matter of the complaint is one covered by that Policy.

NO HARASSMENT AND DISCRIMINATION. 4.01 5.01 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-non- membership, past or present, present in the Union. 4.02 5.02 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 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”). 4.03 5.02.1 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 to reasonably to be known to be unwelcome. It includes objectionable acts, comments, comments or displays that demean, belittle, or cause personal humiliation or embarrassment, and any act of intimidation or threat. 4.04 5.02.2 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. 4.05 5.02.3 Employees found to have harassed or discriminated against another person(s) could face disciplinary action ranging from verbal warning up to and including termination. 4.06 5.02.4 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 and training about the University’s discrimination and harassment policies and programs, which will include information about applicable legislation. 4.07 5.02.5 The parties agree that allegations of discrimination and harassment should be dealt with in a timely manner; therefore. 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 5.02.6 The parties agree that the preferred method of handling complaints is to follow the procedures established by outlined in the University’s Human Resources Department's Harassment and Discrimination Policy if the subject matter of the complaint is one covered by that Policy.

NO HARASSMENT AND DISCRIMINATION. 4.01 6.01 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 6.02 The parties 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 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 6.03 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 6.04 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 6.05 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 6.06 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 's discrimination and harassment policies and programs, which will include information about applicable legislation. 4.07 6.07 The parties 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 6.08 The parties Parties agree that the preferred method of handling complaints is to follow the procedures established by outlined in the University’s Human Resources Department's Harassment and Discrimination Policy if the subject matter of the complaint is one covered by that Policy.

NO HARASSMENT AND DISCRIMINATION. 4.01 6.01 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-non• membership, past or present, in the Union. 4.02 6.02 The parties 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 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 6.03 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 6.04 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 6.05 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 6.06 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 's discrimination and harassment policies and programs, which will include information about applicable legislation. 4.07 6.07 The parties 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 6.08 The parties Parties agree that the preferred method of handling complaints is to follow the procedures established by outlined in the University’s Human Resources Department's Harassment and Discrimination Policy if the subject matter of the complaint is one covered by that Policy.

NO HARASSMENT AND DISCRIMINATION. 4.01 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, present in the Union. 4.02 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 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 ”).. 4.03 3.02.1 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 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. 4.05 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. 4.06 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 and training about the University’s discrimination and harassment policies and programs, which will include information about applicable legislation. 4.07 3.02.5 The parties agree that allegations of discrimination and harassment should be dealt with in a timely manner; therefore. 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 3.02.6 The parties agree that the preferred method of handling complaints is to follow the procedures established by outlined in the University’s Human Resources Department's Harassment and Discrimination Policy if the subject matter of the complaint is one covered by that Policy.

NO HARASSMENT AND DISCRIMINATION. 4.01 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, present in the Union. 4.02 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 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”). 4.03 3.02.1 Harassment in the workplace is defined as engaging in a course of vexatious comment comments or conduct against another person or persons in the workplace that is known or ought to reasonably to be known to be unwelcome. It includes bullying, objectionable acts, comments, comments or displays that demean, belittle, or cause personal humiliation or embarrassment, and any act of intimidation or threat. 4.04 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. 4.05 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. 4.06 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 and training about the University’s discrimination and harassment policies and programs, which will include information about applicable legislation. 4.07 3.02.5 The parties agree that allegations of discrimination and harassment should be dealt with in a timely manner; therefore. 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 3.02.6 The parties agree that the preferred method of handling complaints is to follow the procedures established by outlined in the University’s Human Resources Department's Harassment and Discrimination Policy if the subject matter of the complaint is one covered by that Policy.

NO HARASSMENT AND DISCRIMINATION. 4.01 ‌ 5.01 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-non- membership, past or present, present in the Union. 4.02 5.02 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 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”). 4.03 5.02.1 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 to reasonably to be known to be unwelcome. It includes bullying, objectionable acts, comments, comments or displays that demean, belittle, or cause personal humiliation or embarrassment, and any act of intimidation or threat. 4.04 5.02.2 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. 4.05 5.02.3 Employees found to have harassed or discriminated against another person(s) could face disciplinary action ranging from verbal warning up to and including termination. 4.06 5.02.4 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 and training about the University’s discrimination and harassment policies and programs, which will include information about applicable legislation. 4.07 5.02.5 The parties agree that allegations of discrimination and harassment should be dealt with in a timely manner; therefore. 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 5.02.6 The parties agree that the preferred method of handling complaints is to follow the procedures established by outlined in the University’s Human Resources Department's Harassment and Discrimination Policy if the subject matter of the complaint is one covered by that Policy.

NO HARASSMENT AND DISCRIMINATION. 4.01 6.01 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-non- membership, past or present, in the Union. 4.02 6.02 The parties 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 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 6.03 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 6.04 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 6.05 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 6.06 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 's discrimination and harassment policies and programs, which will include information about applicable legislation. 4.07 6.07 The parties 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 6.08 The parties Parties agree that the preferred method of handling complaints is to follow the procedures established by outlined in the University’s Human Resources Department's Harassment and Discrimination Policy if the subject matter of the complaint is one covered by that Policy.