Common use of NO HARASSMENT AND DISCRIMINATION Clause in Contracts

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 representation from designated groups and a committee member from outside the academic unit present during the deliberations; - ensure all search committee members are apprised of their responsibility for employment equity. Having as its primary goal the hiring of the best possible candidate, the College shall ensure a balanced representation of designated groups among its academic staff members. 3.5 The College shall undertake appropriate steps to identify and redress any historic imbalances in representation of designated groups. The parties agree that appropriate steps include but are not limited to advertising and making appointments, and shall not be deemed a violation of this Article. 3.6 Further, the parties agree there shall be no harassment and/or discrimination practised with respect to any academic staff member by reason of family relationship. The parties agree that no members of the academic staff or officers of the College shall take part in formal discussions regarding the application of the terms and conditions of employment of a member of their families. In addition, a member may not employ, except with the approval of the President, any immediate family member in any capacity on a University-administered research grant that the member holds. 3.7 When an academic staff member faces harassment or discrimination, the member may seek redress through the Respectful Work and Learning Environment Policy of the University of Xxxxxx, the grievance/arbitration procedures of Article 21, or any other recourse allowed by law. 3.8 The parties agree that harassment and/or discrimination as defined in the Respectful Work and Learning Environment Policy may be the occasion of discipline. A member who is disciplined may grieve any discipline imposed.

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, disabilities 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 meetingApril 30, 2010. 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 representation from designated groups and a committee member from outside the academic unit present during the deliberations; - ensure all search committee members are apprised of their responsibility for employment equity. Having as its primary goal the hiring of the best possible candidate, the College shall ensure a balanced representation of designated groups among its academic staff members. 3.5 The College shall undertake appropriate steps to identify and redress any historic imbalances in representation of designated groups. The parties agree that appropriate steps include but are not limited to advertising and making appointments, and shall not be deemed a violation of this Article. 3.6 Further, the parties agree there shall be no harassment and/or discrimination practised with respect to any academic staff member by reason of family relationship. The parties agree that no members of the academic staff or officers of the College shall take part in formal discussions regarding the application of the terms and conditions of employment of a member of their families. In addition, a member may not employ, except with the approval of the President, any immediate family member in any capacity on a University-administered research grant that the member holds. 3.6.1 The College follows the University of Regina’s Conflict of Interest and Conflict of Commitment policy. 3.7 When an academic staff member faces harassment or discrimination, the member may seek redress through the Respectful Work and Learning Environment Policy of the University of Xxxxxx, the grievance/arbitration procedures of Article 21, or any other recourse allowed by law. 3.8 The parties agree that harassment and/or discrimination as defined in the Respectful Work and Learning Environment Policy may be the occasion of discipline. A member who is disciplined may grieve any discipline imposed. ARTICLE 4 - RECOGNITION‌

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, disabilities 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 meetingApril 30, 2010. 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 representation from designated groups and a committee member from outside the academic unit present during the deliberations; - ensure all search committee members are apprised of their responsibility for employment equity. Having as its primary goal the hiring of the best possible candidate, the College shall ensure a balanced representation of designated groups among its academic staff members. 3.5 The College shall undertake appropriate steps to identify and redress any historic imbalances in representation of designated groups. The parties agree that appropriate steps include but are not limited to advertising and making appointments, and shall not be deemed a violation of this Article. 3.6 Further, the parties agree there shall be no harassment and/or discrimination practised with respect to any academic staff member by reason of family relationship. The parties agree that no members of the academic staff or officers of the College shall take part in formal discussions regarding the application of the terms and conditions of employment of a member of their families. In addition, a member may not employ, except with the approval of the President, any immediate family member in any capacity on a University-administered research grant that the member holds. 3.6.1 The College follows the University of Regina’s Conflict of Interest and Conflict of Commitment policy. 3.7 When an academic staff member faces harassment or discrimination, the member may seek redress through the Respectful Work and Learning Environment Policy of the University of XxxxxxRegina, the grievance/arbitration procedures of Article 21, or any other recourse allowed by law. 3.8 The parties agree that harassment and/or discrimination as defined in the Respectful Work and Learning Environment Policy may be the occasion of discipline. A member who is disciplined may grieve any discipline imposed. ARTICLE 4 - RECOGNITION‌

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 representation from designated groups and a committee member from outside the academic unit present during the deliberations; - ensure all search committee members are apprised of their responsibility for employment equity. Having as its primary goal the hiring of the best possible candidate, the College shall ensure a balanced representation of designated groups among its academic staff members. 3.5 The College shall undertake appropriate steps to identify and redress any historic imbalances in representation of designated groups. The parties agree that appropriate steps include but are not limited to advertising and making appointments, and shall not be deemed a violation of this Article. 3.6 Further, the parties agree there shall be no harassment and/or discrimination practised with respect to any academic staff member by reason of family relationship. The parties agree that no members of the academic staff or officers of the College shall take part in formal discussions regarding the application of the terms and conditions of employment of a member of their families. In addition, a member may not employ, except with the approval of the President, any immediate family member in any capacity on a University-administered research grant that the member holds. 3.7 When an academic staff member faces harassment or discrimination, the member may seek redress through the Respectful Work and Learning Environment Policy of the University of Xxxxxx, the grievance/arbitration procedures of Article 21, or any other recourse allowed by law. 3.8 The parties agree that harassment and/or discrimination as defined in the Respectful Work and Learning Environment Policy may be the occasion of discipline. A member who is disciplined may grieve any discipline imposed.

NO HARASSMENT AND DISCRIMINATION. 3.1 The parties agree that there shall be no harassment and/or discrimination on the basis practiced by reason of any prohibited grounds set forth age (except for retirement age as provided for in the Saskatchewan Human Rights Code Academic Pension Plan), ancestry, race, creed, colour, national origin, political or religious affiliation or belief, sex, sexual orientation, marital status, physical or mental handicap (except where the handicap would prevent them carrying out required duties and is subject to pension the provisions of the Salary Continuance Plan), and benefits provisions). Nor shall inclusion membership or activity in the Association or the Bargaining Unit be cause for discriminationFaculty Association. The parties further agree that 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 proceduresprocedures of the University. If there is dispute about whether a an academic staff member has behaved in a professionally responsible manner, the issue shall will be subject to the grievance/arbitration process. The Saskatchewan Human Rights Code mandates educational accommodations for persons with disabilities. EveryoneIn addition, including academic staff and administrators, involved in recourse is available through the accommodation process must undertake their roles seriously and with integrity, ensuring that accommodations requested do not compromise academic standards and adhere relevant statutes related to the principles of natural justice. It is recognized that the accommodation process depends upon honesty and fairnessprotection from harassment and/or discrimination. 3.2 The parties recognize the value of diversity in the College community and to this agreement are committed to ensuring equal opportunities the principles of employment equity for all employeesall, including aboriginal peoples, persons with disabilities, visible minorities, and women. The College shall develop Faculty Association will have representation on the Employment Equity Consultative Committee. Equity will be monitored using methods agreeable to both the University and maintain employment the Faculty Association. 3.3 The University will: - eliminate or modify any policies, practices, and systems that have a favourable effect on are discriminatory and impede the hiring, retention employment and promotion of members advancement 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 ; - maintain goals for hiring, training, and promoting designated groups, and implement action for achieving these goals; − set - follow a timetable for achieving employment equity goals, including appropriate representation of designated groups. The Faculty Association shall be provided data tracking progress on groups within the above annuallyacademic staff. 3.4 When recruiting academic staff members, the College shallUniversity will: - ensure that all advertisements reflect the College’s University's commitment to employment equity and encourage self-identificationequity; - ensure whenever possible that search committees have appropriate gender representation from designated groups and a committee member an observer from outside the academic unit present during the deliberations; - ensure all search committee members are apprised of their responsibility for employment equity. Having as its primary goal the hiring of the best possible candidate, the College shall ensure a balanced representation of designated groups among its academic staff members. 3.5 The College shall University will undertake appropriate steps to identify and redress any historic imbalances in representation of designated groups. The parties agree that appropriate steps include but are not limited to advertising and making appointments, and shall will not be deemed a violation of this Articlearticle. 3.6 Further, the parties agree there shall be no harassment and/or discrimination practised with respect to any academic staff member by reason of family relationship. The parties agree that no members of the academic staff or officers of the College shall take part in formal discussions regarding the application of the terms and conditions of employment of a member of their families. In addition, a member may not employ, except with the approval of the President, any immediate family member in any capacity on a University-administered research grant that the member holds. 3.7 When an academic staff member faces harassment or discrimination, the member may seek redress through the Respectful Work and Learning Environment Policy of the University of Xxxxxx, the grievance/arbitration procedures of Article 21, or any other recourse allowed by law. 3.8 The parties agree that harassment and/or discrimination as defined in the Respectful Work and Learning Environment Policy may be the occasion of discipline. A member who is disciplined may grieve any discipline imposed.