Common use of NO HARASSMENT/NO DISCRIMINATION Clause in Contracts

NO HARASSMENT/NO DISCRIMINATION. 12.01 In accordance with the provisions of the Labour Relations Act, the Employer, employees and the Union agree that there will be no harassment or discrimination exercised or practised by them or their representatives because of membership or non-membership, activity or lack of activity in the Union. 12.02 The Employer, employees and the Union agree they all have rights and obligations under the Ontario Human Rights Code to ensure a workplace free from discrimination on the basis of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, record of offences, marital status, family status or disability. 12.03 It is recognized that where there is a complaint of harassment or discrimination that is occurring amongst union members in the bargaining unit, the Union should be provided with an opportunity to address the issue. However, it will be at the discretion of the employee as to whether the Union will be involved. The Union may establish its own policy for doing so although nothing in this policy will detract from the Employer’s ability to address such an issue if a complaint is made to it or if the behaviour is having an impact on the management of the workplace. Where the Employer receives a complaint amongst bargaining unit members, it will inform the Union. 12.04 The OLG Human Rights policy will be made available to all employees and the Employer agrees that where it conducts training around this policy, it will offer training to the Union Committee Persons. The Employer and the Union agree to meet and jointly discuss the Harassment Policy and the CAW Policy including complaint resolution procedures to be used under 12.03.

NO HARASSMENT/NO DISCRIMINATION. 12.01 In accordance with the provisions of the Labour Relations Act, the Employer, employees and the Union agree that there will be no harassment or discrimination exercised or practised by them or their representatives because of membership or non-membership, activity or lack of activity in the Union. 12.02 The Employer, employees and the Union agree they all have rights and obligations under the Ontario Human Rights Code to ensure a workplace free from discrimination on the basis of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, record of offences, marital status, family status or disability. 12.03 It is recognized that where there is a complaint of harassment or discrimination that is occurring amongst union members in the bargaining unit, the Union should be provided with an opportunity to address the issue. However, it will be at the discretion of the employee as to whether the Union will be involved. The Union may establish its own policy for doing so although nothing in this policy will detract from the Employer’s ability to address such an issue if a complaint is made to it or if the behaviour is having an impact on the management of the workplace. Where the Employer receives a complaint amongst bargaining unit members, it will inform the Union. 12.04 The OLG Employer’s Human Rights policy will be made available to all employees and the Employer agrees that where it conducts training around this policy, it will offer training to the Union Committee Persons. The Employer and the Union agree to meet and jointly discuss the Harassment Policy and the CAW Unifor Policy including complaint resolution procedures to be used under 12.03. 12.05 The company and Unifor are committed to providing a workplace free of harassment, bullying and violence, including but not limited to any violations under the Ontario Human Rights Act and the Occupational Health and Safety Act. It is agreed that during all investigations under this article, members covered under this agreement will be entitled to have a Union Representative attend all meetings with them.

NO HARASSMENT/NO DISCRIMINATION. 12.01 In accordance with the provisions of the Labour Relations Act, the Employer, employees and the Union agree that there will be no harassment or discrimination exercised or practised by them or their representatives because of membership or non-membership, activity or lack of activity in the Union. 12.02 The Employer, employees and the Union agree they all have rights and obligations under the Ontario Human Rights Code to ensure a workplace free from discrimination on the basis of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, record of offences, marital status, family status or disability. 12.03 It is recognized that where there is a complaint of harassment or discrimination that is occurring amongst union members in the bargaining unit, the Union should be provided with an opportunity to address the issue. However, it will be at the discretion of the employee as to whether the Union will be involved. The Union may establish its own policy for doing so although nothing in this policy will detract from the Employer’s ability to address such an issue if a complaint is made to it or if the behaviour is having an impact on the management of the workplace. Where the Employer receives a complaint amongst bargaining unit members, it will inform the Union. 12.04 The OLG Casino Woodbine’s Human Rights policy will be made available to all employees and the Employer agrees that where it conducts training around this policy, it will offer training to the Union Committee Persons. The Employer and the Union agree to meet and jointly discuss the Harassment Policy and the CAW Unifor Policy including complaint resolution procedures to be used under 12.03.

NO HARASSMENT/NO DISCRIMINATION. 12.01 In accordance with the provisions of the Labour Relations Act, the Employer, employees and the Union agree that there will be no harassment or discrimination exercised or practised by them or their representatives because of membership or non-membership, activity or lack of activity in the Union. 12.02 The Employer, employees and the Union agree they all have rights and obligations under the Ontario Human Rights Code to ensure a workplace free from discrimination on the basis of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, record of offences, marital status, family status or disability. 12.03 It is recognized that where there is a complaint of harassment or discrimination that is occurring amongst union members in the bargaining unit, the Union should be provided with an opportunity to address the issue. However, it will be at the discretion of the employee as to whether the Union will be involved. The Union may establish its own policy for doing so although nothing in this policy will detract from the Employer’s ability to address such an issue if a complaint is made to it or if the behaviour is having an impact on the management of the workplace. Where the Employer receives a complaint amongst bargaining unit members, it will inform the Union. 12.04 The OLG Human Rights policy will be made available to all employees and the Employer agrees that where it conducts will conduct training around this policy, it will offer including offering training to the Union Committee Persons. The Employer and the Union agree to meet and jointly discuss the Harassment Policy policy and the CAW Policy policy including complaint resolution procedures to be used under 12.03.

NO HARASSMENT/NO DISCRIMINATION. 12.01 In accordance with the provisions of the Labour Relations Act, the Employer, employees and the Union agree that there will be no harassment or discrimination exercised or practised by them or their representatives because of membership or non-membership, activity or lack of activity in the Union. 12.02 The Employer, employees and the Union agree they all have rights and obligations under the Ontario Human Rights Code to ensure a workplace free from discrimination on the basis of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, record of offences, marital status, family status or disability.the 12.03 It is recognized that where there is a complaint of harassment or discrimination that is occurring amongst union members in the bargaining unit, the Union should be provided with an opportunity to address the issue. However, it will be at the discretion of the employee as to whether the Union will be involved. The Union may establish its own policy for doing so although nothing in this policy will detract from the Employer’s ability to address such an issue if a complaint is made to it or if the behaviour is having an impact on the management of the workplace. Where the Employer receives a complaint amongst bargaining unit members, it will inform the Union. 12.04 The OLG Human Rights policy will be made available to all employees and the Employer agrees that where it conducts will conduct training around this policy, it will offer including offering training to the Union Committee Persons. The Employer and the Union agree to meet and jointly discuss the Harassment Policy policy and the CAW Policy Unifor policy including complaint resolution procedures to be used under 12.03.

NO HARASSMENT/NO DISCRIMINATION. 12.01 In accordance with the provisions of the Labour Relations Act, the Employer, employees and the Union agree that there will be no harassment or discrimination exercised or practised by them or their representatives because of membership or non-membership, activity or lack of activity in the Union. 12.02 The Employer, employees and the Union agree they all have rights and obligations under the Ontario Human Rights Code to ensure a workplace free from discrimination on the basis of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, record of offences, marital status, family status or disability. 12.03 It is recognized that where there is a complaint of harassment or discrimination that is occurring amongst union members in the bargaining unit, the Union should be provided with an opportunity to address the issue. However, it will be at the discretion of the employee as to whether the Union will be involved. The Union may establish its own policy for doing so although nothing in this policy will detract from the Employer’s ability to address such an issue if a complaint is made to it or if the behaviour is having an impact on the management of the workplace. Where the Employer receives a complaint amongst bargaining unit members, it will inform the Union. 12.04 The OLG Human Rights policy will be made available to all employees and the Employer agrees that where it conducts training around this policy, it will offer training to the Union Committee Persons. The Employer and the Union agree to meet and jointly discuss the Harassment Policy and the CAW Policy including complaint resolution procedures to be used under 12.03.