Common use of NO HARASSMENT AND DISCRIMINATION Clause in Contracts

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 and training about the University’s discrimination and harassment policies and programs, which will include information about applicable legislation. 3.02.5 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. 3.02.6 The parties agree that the preferred method of handling complaints is to follow the procedures outlined in the University's Harassment and Discrimination Prevention and Response Policy if the subject matter of the complaint is one covered by that Policy.

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 ActAct ”). 3.02.1 Harassment is defined as set out in the University’s Harassment and Discrimination Prevention and Response Policy and means 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 and training about the University’s discrimination and harassment policies and programs, which will include information about applicable legislation. 3.02.5 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. 3.02.6 The parties agree that the preferred method of handling complaints is to follow the procedures outlined in the University's Harassment and Discrimination Prevention and Response Policy if the subject matter of the complaint is one covered by that Policy.

NO HARASSMENT AND DISCRIMINATION. 3.01 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 in the Union. 3.02 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 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 5.02.1 Harassment is defined as set out in the University’s Harassment and Discrimination Prevention and Response Policy and means 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 and training about the University’s discrimination and harassment policies and programs, which will include information about applicable legislation. 3.02.5 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. 3.02.6 The parties agree that the preferred method of handling complaints is to follow the procedures outlined in the University's Harassment and Discrimination Prevention and Response Policy if the subject matter of the complaint is one covered by that Policy.