Common use of No Harassment/Bullying Clause in Contracts

No Harassment/Bullying. (a) The Employer and Unifor are committed to providing a positive environment for staff. All individuals have the right to be treated with respect and dignity, consistent with Extendicare’s values. Each individual has the right to work in an atmosphere which promotes respectful interactions and is free from discrimination and harassment/bullying. (b) Harassment/Bullying is restricted to any grounds prohibited by the Ontario Human Rights Code. (c) Harassment/Bullying is defined as a course of unwelcome comment or conduct that is known or ought reasonably to be known to be vexatious. Every person who is a staff member has the right to freedom from harassment/bullying in the workplace by the Employer or any other person because of race, ancestry, place of origin, colour, ethnic origin, citizenship, religion, creed, sex, age, record of offence, marital status, family status, handicap or sexual orientation. (d) The following examples could be considered as harassment/bullying but are not meant to cover all potential incidents: • name calling • racial slurs or joke • mimicking a person’s accent or mannerisms • offensive posters or pictures on paper • repeated sexual remarks • physical contact that could be perceived as degrading • sexual flirtation, advances, propositions • leering • comments about a person’s sex life • innuendo, gestures or taunting • talking about a person’s body, disability, attire or sex • any form of violent behaviour (e) Harassment/Bullying is defined as deliberate gestures, comments, questions, representations, or other behaviours that ought reasonably be known to be unwelcome by the recipient and which serve no legitimate work-place purpose. For clarity, harassment/bullying does not include actions occasioned through exercising in good faith the Employer’s managerial/supervisory rights and responsibilities. (f) Where a bargaining unit member complains of harassment/bullying by another bargaining unit member, they shall bring such complaint to the attention of the Employer and Unifor. The Employer and the Union will then initiate and complete a joint investigation of the complaint and report the findings back to the complainant who shall be accompanied by the Union Chairperson. If the complaint directly or indirectly involves the complainant’s supervisor or Union Chairperson they may contact an alternate person in management or the Union to ensure that the complaint is handled in a discreet and timely fashion. (g) Should the complainant not be satisfied with the Employer’s response they are entitled to file a grievance under the terms of this Collective Agreement. (h) In support of providing and maintaining an environment free of harassment/bullying, the Employer and Unifor will ensure that all staff members, volunteers and persons with practicing privileges in the facility are informed that harassment/bullying, including sexual harassment, in the workplace, is an offence under the law.

No Harassment/Bullying. (a) The Employer and Unifor the CAW are committed to providing a positive environment for staff. All individuals have the right to be treated with respect and dignity, consistent with Extendicare’s values. Each individual has the right to work in an atmosphere which promotes respectful interactions and is free from discrimination and harassment/bullying. (b) Harassment/Bullying is restricted to any grounds prohibited by the Ontario Human Rights Code. (c) Harassment/Bullying is defined as a course of unwelcome comment or conduct that is known or ought reasonably to be known to be vexatious. Every person who is a staff member has the right to freedom from harassment/bullying in the workplace by the Employer or any other person because of race, ancestry, place of origin, colour, ethnic origin, citizenship, religion, creed, sex, age, record of offence, marital status, family status, handicap or sexual orientation. (d) The following examples could be considered as harassment/bullying but are not meant to cover all potential incidents: •  name calling •  racial slurs or joke •  mimicking a person’s accent or mannerisms •  offensive posters or pictures on paper •  repeated sexual remarks •  physical contact that could be perceived as degrading •  sexual flirtation, advances, propositions •  leering •  comments about a person’s sex life •  innuendo, gestures or taunting •  talking about a person’s body, disability, attire or sex •  any form of violent behaviour (e) Harassment/Bullying is defined as deliberate gestures, comments, questions, representations, or other behaviours that ought reasonably be known to be unwelcome by the recipient and which serve no legitimate work-place purpose. For clarity, harassment/bullying harassment /bullying does not include actions occasioned through exercising in good faith the Employer’s managerial/supervisory rights and responsibilities. (f) Where a bargaining unit member complains of harassment/bullying by another bargaining unit member, they she shall bring such complaint to the attention of the Employer and Uniforthe CAW. The Employer and the Union will then initiate and complete a joint investigation of the complaint and report the findings back to the complainant who shall be accompanied by the Union Chairperson. If the complaint directly or indirectly involves the complainant’s supervisor or Union Chairperson they he or she may contact an alternate person in management or the Union to ensure that the complaint is handled in a discreet and timely fashion. (g) Should the complainant not be satisfied with the Employer’s response they are she is entitled to file a grievance under the terms of this Collective Agreement. (h) In support of providing and maintaining an environment free of harassment/bullying, the Employer and Unifor the CAW will ensure that all staff members, volunteers and persons with practicing privileges in the facility are informed that harassment/bullying, including sexual harassment, in the workplace, is an offence under the law.

No Harassment/Bullying. (a) The Employer and Unifor UNIFOR are committed to providing a positive environment for staff. All individuals have the right to be treated with respect and dignity, consistent with Extendicare’s values. Each individual has the right to work in an atmosphere which promotes respectful interactions and is free from discrimination and harassment/bullying. (b) Harassment/Bullying bullying is restricted to any grounds prohibited by the Ontario Human Rights Code. (c) Harassment/Bullying bullying is defined as a course of unwelcome comment or conduct that is known or ought reasonably to be known to be vexatious. Every person who is a staff member has the right to freedom from harassment/bullying in the workplace by the Employer or any other person because of race, ancestry, place of origin, colour, ethnic origin, citizenship, religion, creed, sex, age, record of offence, marital status, family status, handicap or sexual orientation. (d) The following examples could be considered as harassment/bullying but are not meant to cover all potential incidents: •  name calling •  racial slurs or joke •  mimicking a person’s accent or mannerisms •  offensive posters or pictures on paper •  repeated sexual remarks •  physical contact that could be perceived as degrading •  sexual flirtation, advances, propositions •  leering •  comments about a person’s sex life •  innuendo, gestures or taunting •  talking about a person’s body, disability, attire or sex • any  Any form of violent behaviour (e) Harassment/Bullying bullying is defined as deliberate gestures, comments, questions, representations, or other behaviours that ought reasonably be known to be unwelcome by the recipient and which serve no legitimate work-place purpose. For clarity, harassment/bullying does not include actions occasioned through exercising in good faith the Employer’s managerial/supervisory rights and responsibilities. (f) Where a bargaining unit member complains of harassment/bullying by another bargaining unit member, they she shall bring such complaint to the attention of the Employer and UniforUNIFOR. The Employer and the Union will then initiate and complete a joint investigation of the complaint and report the findings back to the complainant who shall be accompanied by the Union Chairperson. If the complaint directly or indirectly involves the complainant’s supervisor or Union Chairperson they he or she may contact an alternate person in management or the Union to ensure that the complaint is handled in a discreet and timely fashion. (g) Should the complainant not be satisfied with the Employer’s response they are she is entitled to file a grievance under the terms of this Collective Agreement. (h) In support of providing and maintaining an environment free of harassment/bullying, the Employer and Unifor UNIFOR will ensure that all staff members, volunteers and persons with practicing privileges in the facility are informed that harassment/bullying, including sexual harassment, in the workplace, is an offence under the law.

No Harassment/Bullying. (a) The Employer and Unifor UNIFOR are committed to providing a positive environment for staff. All individuals have the right to be treated with respect and dignity, consistent with Extendicare’s values. Each individual has the right to work in an atmosphere which promotes respectful interactions and is free from discrimination and harassment/bullying. (b) Harassment/Bullying bullying is restricted to any grounds prohibited by the Ontario Human Rights Code. (c) Harassment/Bullying bullying is defined as a course of unwelcome comment or conduct that is known or ought reasonably to be known to be vexatious. Every person who is a staff member has the right to freedom from harassment/bullying in the workplace by the Employer or any other person because of race, ancestry, place of origin, colour, ethnic origin, citizenship, religion, creed, sex, age, record of offence, marital status, family status, handicap or sexual orientation. (d) The following examples could be considered as harassment/bullying but are not meant to cover all potential incidents: • name calling • racial slurs or joke • mimicking a person’s accent or mannerisms • offensive posters or pictures on paper • repeated sexual remarks • physical contact that could be perceived as degrading • sexual flirtation, advances, propositions • leering • comments about a person’s sex life • innuendo, gestures or taunting • talking about a person’s body, disability, attire or sex • any form of violent behaviour (e) Harassment/Bullying bullying is defined as deliberate gestures, comments, questions, representations, or other behaviours that ought reasonably be known to be unwelcome by the recipient and which serve no legitimate work-place purpose. For clarity, harassment/bullying does not include actions occasioned through exercising in good faith the Employer’s managerial/supervisory rights and responsibilities. (f) Where a bargaining unit member complains of harassment/bullying by another bargaining unit member, they she shall bring such complaint to the attention of the Employer and UniforUNIFOR. The Employer and the Union will then initiate and complete a joint investigation of the complaint and report the findings back to the complainant who shall be accompanied by the Union Chairperson. If the complaint directly or indirectly involves the complainant’s supervisor or Union Chairperson they he or she may contact an alternate person in management or the Union to ensure that the complaint is handled in a discreet and timely fashion. (g) Should the complainant not be satisfied with the Employer’s response they are she is entitled to file a grievance under the terms of this Collective Agreement. (h) In support of providing and maintaining an environment free of harassment/bullying, the Employer and Unifor UNIFOR will ensure that all staff members, volunteers and persons with practicing privileges in the facility are informed that harassment/bullying, including sexual harassment, in the workplace, is an offence under the law.

No Harassment/Bullying. (a) The Employer and Unifor are committed to providing a positive environment for staff. All individuals have the right to be treated with respect and dignity, consistent with Extendicare’s values. Each individual has the right to work in an atmosphere which promotes respectful interactions and is free from discrimination and harassment/harassment / bullying. (b) Harassment/Bullying Harassment / bullying is restricted to any grounds prohibited by the Ontario Human Rights Code. (c) Harassment/Bullying Harassment / bullying is defined as a course of unwelcome comment or conduct that is known or ought reasonably to be known to be vexatious. Every person who is a staff member has the right to freedom from harassment/harassment / bullying in the workplace by the Employer or any other person because of race, ancestry, place of origin, colour, ethnic origin, citizenship, religion, creed, sex, age, record of offence, marital status, family status, handicap or sexual orientation. (d) The following examples could be considered as harassment/harassment / bullying but are not meant to cover all potential incidents: • name calling • racial slurs or joke • mimicking a person’s persons accent or mannerisms • offensive posters or pictures on paper • repeated sexual remarks • physical contact that could be perceived as degrading • sexual flirtation, advances, propositions • leering • comments about a person’s persons sex life • innuendo, gestures or taunting • talking about a person’s persons body, disability, attire or sex • any Any form of violent behaviour (e) Harassment/Bullying bullying is defined as deliberate gestures, comments, questions, representations, or other behaviours that ought reasonably be known to be unwelcome by the recipient and which serve no legitimate work-place purpose. For clarity, harassment/bullying does not include actions occasioned through exercising in good faith the Employer’s managerial/supervisory rights and responsibilities. (f) Where a bargaining unit member complains of harassment/bullying by another bargaining unit member, they she shall bring such complaint to the attention of the Employer and Unifor. The Employer and the Union will then initiate and complete a joint investigation of the complaint and report the findings back to the complainant who shall be accompanied by the Union Chairperson. If the complaint directly or indirectly involves the complainant’s supervisor or Union Chairperson they he or she may contact an alternate person in management or the Union to ensure that the complaint is handled in a discreet and timely fashion. (g) Should the complainant not be satisfied with the Employer’s response they are she is entitled to file a grievance under the terms of this Collective Agreement. (h) In support of providing and maintaining an environment free of harassment/bullying, the Employer and Unifor will ensure that all staff members, volunteers and persons with practicing privileges in the facility are informed that harassment/bullying, including sexual harassment/bullying, in the workplace, is an offence under the law.

No Harassment/Bullying. (a) The Employer and Unifor the CAW are committed to providing a positive environment for staff. All individuals have the right to be treated with respect and dignity, consistent with Extendicare’s values. Each individual has the right to work in an atmosphere which promotes respectful interactions and is free from discrimination and harassment/bullying. (b) Harassment/Bullying is restricted to any grounds prohibited by the Ontario Human Rights Code. (c) Harassment/Bullying is defined as a course of unwelcome comment or conduct that is known or ought reasonably to be known to be vexatious. Every person who is a staff member has the right to freedom from harassment/bullying in the workplace by the Employer or any other person because of race, ancestry, place of origin, colour, ethnic origin, citizenship, religion, creed, sex, age, record of offence, marital status, family status, handicap or sexual orientation. (d) The following examples could be considered as harassment/bullying but are not meant to cover all potential incidents: •  name calling •  racial slurs or joke •  mimicking a person’s accent or mannerisms •  offensive posters or pictures on paper •  repeated sexual remarks •  physical contact that could be perceived as degrading •  sexual flirtation, advances, propositions •  leering •  comments about a person’s sex life •  innuendo, gestures or taunting •  talking about a person’s body, disability, attire or sex •  any form of violent behaviour (e) Harassment/Bullying is defined as deliberate gestures, comments, questions, representations, or other behaviours that ought reasonably be known to be unwelcome by the recipient and which serve no legitimate work-place purpose. For clarity, harassment/bullying does not include actions occasioned through exercising in good faith the Employer’s managerial/supervisory rights and responsibilities. (f) Where a bargaining unit member complains of harassment/bullying by another bargaining unit member, they she shall bring such complaint to the attention of the Employer and Uniforthe CAW. The Employer and the Union will then initiate and complete a joint investigation of the complaint and report the findings back to the complainant who shall be accompanied by the Union Chairperson. If the complaint directly or indirectly involves the complainant’s supervisor or Union Chairperson they he or she may contact an alternate person in management or the Union to ensure that the complaint is handled in a discreet and timely fashion. (g) Should the complainant not be satisfied with the Employer’s response they are she is entitled to file a grievance under the terms of this Collective Agreement. (h) In support of providing and maintaining an environment free of harassment/bullying, the Employer and Unifor the CAW will ensure that all staff members, volunteers and persons with practicing privileges in the facility are informed that harassment/bullying, including sexual harassment, in the workplace, is an offence under the law.

No Harassment/Bullying. (a) The Employer and Unifor are committed to providing a positive environment for staff. All individuals have the right to be treated with respect and dignity, consistent with Extendicare’s values. Each individual has the right to work in an atmosphere which promotes respectful interactions and is free from discrimination and harassment/harassment / bullying. (b) Harassment/Bullying Harassment / bullying is restricted to any grounds prohibited by the Ontario Human Rights Code. (c) Harassment/Bullying Harassment / bullying is defined as a course of unwelcome comment or conduct that is known or ought reasonably to be known to be vexatious. Every person who is a staff member has the right to freedom from harassment/harassment / bullying in the workplace by the Employer or any other person because of race, ancestry, place of origin, colour, ethnic origin, citizenship, religion, creed, sex, age, record of offence, marital status, family status, handicap or sexual orientation. (d) The following examples could be considered as harassment/harassment / bullying but are not meant to cover all potential incidents: • name calling • racial slurs or joke • mimicking a person’s persons accent or mannerisms • offensive posters or pictures on paper • repeated sexual remarks • physical contact that could be perceived as degrading • sexual flirtation, advances, propositions • leering • comments about a person’s persons sex life • innuendo, gestures or taunting • talking about a person’s persons body, disability, attire or sex • any Any form of violent behaviour (e) Harassment/Bullying Harassment / bullying is defined as deliberate gestures, comments, questions, representations, or other behaviours that ought reasonably be known to be unwelcome by the recipient and which serve no legitimate work-place purpose. For clarity, harassment/harassment / bullying does not include actions occasioned through exercising in good faith the Employer’s managerial/supervisory rights and responsibilities. (f) Where a bargaining unit member complains of harassment/harassment / bullying by another bargaining unit member, they she shall bring such complaint to the attention of the Employer and Unifor. The Employer and the Union will then initiate and complete a joint investigation of the complaint and report the findings back to the complainant who shall be accompanied by the Union Chairperson. If the complaint directly or indirectly involves the complainant’s supervisor or Union Chairperson they he or she may contact an alternate person in management or the Union to ensure that the complaint is handled in a discreet and timely fashion. (g) Should the complainant not be satisfied with the Employer’s response they are she is entitled to file a grievance under the terms of this Collective Agreement. (h) In support of providing and maintaining an environment free of harassment/harassment / bullying, the Employer and Unifor will ensure that all staff members, volunteers and persons with practicing privileges in the facility are informed that harassment/harassment / bullying, including sexual harassmentharassment / bullying, in the workplace, is an offence under the law.

No Harassment/Bullying. (a) The Employer and Unifor are committed to providing a positive environment for staff. All individuals have the right to be treated with respect and dignity, consistent with Extendicare’s values. Each individual has the right to work in an atmosphere which promotes respectful interactions and is free from discrimination and harassment/harassment / bullying. (b) Harassment/Bullying Harassment / bullying is restricted to any grounds prohibited by the Ontario Human Rights Code. (c) Harassment/Bullying Harassment / bullying is defined as a course of unwelcome comment or conduct that is known or ought reasonably to be known to be vexatious. Every person who is a staff member has the right to freedom from harassment/harassment / bullying in the workplace by the Employer or any other person because of race, ancestry, place of origin, colour, ethnic origin, citizenship, religion, creed, sex, age, record of offence, marital status, family status, handicap or sexual orientation. (d) The following examples could be considered as harassment/harassment / bullying but are not meant to cover all potential incidents: •  name calling •  racial slurs or joke •  mimicking a person’s persons accent or mannerisms •  offensive posters or pictures on paper •  repeated sexual remarks •  physical contact that could be perceived as degrading •  sexual flirtation, advances, propositions •  leering •  comments about a person’s persons sex life •  innuendo, gestures or taunting •  talking about a person’s persons body, disability, attire or sex • any  Any form of violent behaviour (e) Harassment/Bullying Harassment / bullying is defined as deliberate gestures, comments, questions, representations, or other behaviours that ought reasonably be known to be unwelcome by the recipient and which serve no legitimate work-place purpose. For clarity, harassment/harassment / bullying does not include actions occasioned through exercising in good faith the Employer’s managerial/supervisory rights and responsibilities. (f) Where a bargaining unit member complains of harassment/harassment / bullying by another bargaining unit member, they she shall bring such complaint to the attention of the Employer and Unifor. The Employer and the Union will then initiate and complete a joint investigation of the complaint and report the findings back to the complainant who shall be accompanied by the Union Chairperson. If the complaint directly or indirectly involves the complainant’s supervisor or Union Chairperson they he or she may contact an alternate person in management or the Union to ensure that the complaint is handled in a discreet and timely fashion. (g) Should the complainant not be satisfied with the Employer’s response they are she is entitled to file a grievance under the terms of this Collective Agreement. (h) In support of providing and maintaining an environment free of harassment/harassment / bullying, the Employer and Unifor will ensure that all staff members, volunteers and persons with practicing privileges in the facility are informed that harassment/harassment / bullying, including sexual harassmentharassment / bullying, in the workplace, is an offence under the law.