Common use of No Harassment Clause in Contracts

No Harassment. ‌ .01 The parties agree that sexual harassment, as well as harassment on the basis of race, gender, religion, ethnic origin or sexual orientation is unacceptable conduct which may be the subject of discipline. .02 An allegation of harassment may be filed as a grievance under this Collective Agreement directly at Step IV of the grievance procedure. .03 The parties acknowledge that in certain circumstances the nature of a particular harassment complaint may, from a grievor's perspective, render it undesirable or impractical for a grievance to be filed within the normal time limits specified in Article 3. Accordingly, the parties agree that greater latitude will be allowed in the extension of the time limits for filing in such cases and such extension will not be unreasonably opposed by either party. .04 Where a complainant and the alleged harasser are in contact by virtue of teaching, employment or other institutional relationships, and where the complainant has reasonable grounds to believe that her/his safety and/or well-being are in jeopardy, the complainant, upon notification to the Xxxx, has the right to discontinue such contact with the alleged harasser pending the completion of the investigation of the complaint. Upon receipt of such a request, the Employer will make every reasonable effort to accommodate it without the complainant suffering any financial penalty or any adverse impact on the accruals toward or retention of a Right of First Refusal (paragraphs 5.08). In the event that such discontinuance of contact significantly reduces the workload of either a member making the complaint or of a member who is the alleged harasser, the Xxxx may assign other duties as deemed necessary. .05 Where a complainant files a grievance, the grievance may, by mutual agreement of the parties be put in abeyance, for a maximum of sixty (60) days unless otherwise agreed, while an investigation is being conducted under the Trent University Harassment and Discrimination policy dated October 4, 2013 or Campus Violence and Harassment policy dated January 17, 2013. .06 The parties understand and acknowledge that it is difficult to come forward with a complaint of harassment and recognize a complainant's interest in keeping the matter confidential. To protect the interests of the complainant, the person complained against and any others who may report incidents of harassment, confidentiality will be maintained throughout the grievance process to the extent practicable and appropriate under the circumstances. .07 Any discipline arising from or because of a complaint of harassment which is imposed on a member of the bargaining unit may be the subject of a grievance under Article 3 of this Agreement. .08 The Union has the right to appoint at least one representative to the Human Rights Committee of Trent University, in accordance with the terms of reference of the Committee.

No Harassment. ‌ .01 The parties agree that sexual harassment, as well as harassment on the basis of race, gender, religion, ethnic origin or sexual orientation is unacceptable conduct which may be the subject of discipline. .02 An allegation of harassment may be filed as a grievance under this Collective Agreement directly at Step IV III of the grievance procedure. .03 The parties acknowledge that in certain circumstances the nature of a particular harassment complaint may, from a grievor's perspective, render it undesirable or impractical for a grievance to be filed within the normal time limits specified in Article 3. Accordingly, the parties agree that greater latitude will be allowed in the extension of the time limits for filing in such cases and such extension will not be unreasonably opposed by either party. .04 Where a complainant and the alleged harasser are in contact by virtue of teaching, employment or other institutional relationships, and where the complainant has reasonable grounds to believe that her/his safety and/or well-being are in jeopardy, the complainant, upon notification to the Xxxx, has the right to discontinue such contact with the alleged harasser pending the completion of the investigation of the complaint. Upon receipt of such a request, the Employer will make every reasonable effort to accommodate it without the complainant suffering any financial penalty or any adverse impact on the accruals toward or retention of a Right of First Refusal (paragraphs 5.08). In the event that such discontinuance of contact significantly reduces the workload of either a member making the complaint or of a member who is the alleged harasser, the Xxxx may assign other duties as deemed necessary. .05 Where a complainant files a grievance, the grievance may, by mutual agreement of the parties be put in abeyance, for a maximum of sixty (60) days unless otherwise agreed, while an investigation is being conducted under the Trent University Harassment and Discrimination policy dated October 4, 2013 or Campus Violence and Harassment policy dated January 17, 2013. .06 The parties understand and acknowledge that it is difficult to come forward with a complaint of harassment and recognize a complainant's interest in keeping the matter confidential. To protect the interests of the complainant, the person complained against and any others who may report incidents of harassment, confidentiality will be maintained throughout the grievance process to the extent practicable and appropriate under the circumstances. .07 Any discipline arising from or because of a complaint of harassment which is imposed on a member of the bargaining unit may be the subject of a grievance under Article 3 of this Agreement.of .08 The Union has the right to appoint at least one representative to the Human Rights Committee of Trent University, in accordance with the terms of reference of the Committee.

No Harassment. ‌ .01 The Union and the Employer recognize the right of employees to work in an environment free from violent and harassing behaviour, and the Employer will take all possible and appropriate actions to xxxxxx such an environment. The parties agree that sexual harassment, as well as harassment on the basis of race, gender, religion, ethnic origin or sexual orientation is unacceptable conduct which may be the subject of discipline. .02 An allegation of harassment may be filed as a grievance under this Collective Agreement directly at Step IV III of the grievance procedure. .03 The parties acknowledge that in certain circumstances the nature of a particular harassment complaint may, from a grievor's perspective, render it undesirable or impractical for a grievance to be filed within the normal time limits specified in Article 3. Accordingly, the parties agree that greater latitude will be allowed in the extension of the time limits for filing in such cases and such extension will not be unreasonably opposed by either party. .04 Where a complainant and the alleged harasser are in contact by virtue of teaching, employment or other institutional relationships, and where the complainant has reasonable grounds to believe that her/his safety and/or well-being are in jeopardy, the complainant, upon notification to the Xxxx, has the right to discontinue such contact with the alleged harasser pending the completion of the investigation of the complaint. Upon receipt of such a request, the Employer will make every reasonable effort to accommodate it without the complainant suffering any financial penalty or any adverse impact on the accruals toward or retention of a Right of First Refusal (paragraphs 5.08). In the event that such discontinuance of contact significantly reduces the workload of either a member making the complaint or of a member who is the alleged harasser, the Xxxx may assign other duties as deemed necessary. .05 Where a complainant files a grievance, the grievance may, by mutual agreement of the parties be put in abeyance, for a maximum of sixty (60) days unless otherwise agreed, while an investigation is being conducted under the Trent University Harassment and Discrimination policy dated October 4, 2013 or Campus Violence and Harassment policy dated January 17, 2013. .06 The parties understand and acknowledge that it is difficult to come forward with a complaint of harassment and recognize a complainant's interest in keeping the matter confidential. To protect the interests of the complainant, the person complained against and any others who may report incidents of harassment, confidentiality will be maintained throughout the grievance process to the extent practicable and appropriate under the circumstances. .07 Any discipline arising from or because of a complaint of harassment which is imposed on a member of the bargaining unit may be the subject of a grievance under Article 3 of this Agreement. .08 The Union has the right to appoint at least one representative to the Human Rights Committee of Trent University, in accordance with the terms of reference of the Committee.

No Harassment. ‌ .01 The parties agree that sexual harassment, as well as harassment on the basis of race, gender, religion, ethnic origin or sexual orientation is unacceptable conduct which may be the subject of discipline. .02 An allegation of harassment may be filed as a grievance under this Collective Agreement directly at Step IV of the grievance procedure. In order to avoid duplication, the parties agree that employees may only seek relief under the Collective Agreement where no complaint is, or has been, made pursuant to any internal University procedure. Similarly, employees may not file a complaint pursuant to any internal University procedure where a complaint is, or has been, the subject of a grievance. Settlement or resolution of a grievance or a complaint pursuant to any internal University procedure shall be deemed to be a settlement in respect of the other process. .03 The parties acknowledge that in certain circumstances the nature of a particular harassment complaint may, from a grievor's perspective, render it undesirable or impractical for a grievance to be filed within the normal time limits specified in Article 3. Accordingly, the parties agree that greater latitude will be allowed in the extension of the time limits for filing in such cases and such extension will not be unreasonably opposed by either party. .04 Where a complainant and the alleged harasser are in contact by virtue of teaching, employment or other institutional relationships, and where the complainant has reasonable grounds to believe that her/his safety and/or well-well- being are in jeopardy, the complainant, upon notification to the Xxxx, has the right to discontinue such contact with the alleged harasser pending the completion of the investigation of the complaint. Upon receipt of such a request, the Employer will make every reasonable effort to accommodate it without the complainant suffering any financial penalty or any adverse impact on the accruals toward or retention of a Right of First Refusal (paragraphs 5.085.08 and 5.09). In the event that such discontinuance of contact significantly reduces the workload of either a member making the complaint or of a member who is the alleged harasser, the Xxxx may assign other duties as deemed necessary. .05 Where a complainant files a grievance, an Harassment Investigation Committee composed of one representative of the Union and one representative of the Employer may be convened at the request of either party as an intervening step in the grievance mayprocedure. In the event a Committee is convened, by mutual agreement the time limits for a meeting and subsequent reply at Step IV of the parties grievance process are understood to be put waived until such time as the Committee shall report the results of its investigation to the Xxxx, with a copy to the Union. Said report shall normally be submitted within ten (10) working days of the date on which the Committee was initially convened. In cases where the Committee is unable to submit its report within ten (10) working days it shall advise the Xxxx in abeyancewriting, copy to the Union, of the anticipated date of its submission and the reasons for a maximum the delay. Upon receipt of sixty (60) days unless otherwise agreedthe report, while an investigation is being conducted under the Trent University Harassment and Discrimination policy dated October 4, 2013 or Campus Violence and Harassment policy dated January 17, 2013Xxxx will complete the grievance procedure in accordance with the provisions of paragraph 3.07.01. .06 The parties understand and acknowledge that it is difficult to come forward with a complaint of harassment and recognize a complainant's interest in keeping the matter confidential. To protect the interests of the complainant, the person complained against and any others who may report incidents of harassment, confidentiality will be maintained throughout the grievance process to the extent practicable and appropriate under the circumstances. .07 Any discipline arising from or because of a complaint of harassment which is imposed on a member of the bargaining unit may be the subject of a grievance under Article 3 of this Agreement. .08 The Union has the right to appoint at least one representative to the Human Rights Committee of Trent University, in accordance with the terms of reference of the Committee.

No Harassment. ‌ .01 The Union and the Employer recognize the right of employees to work in an environment free from violent and harassing behaviour, and the Employer will take all possible and appropriate actions to xxxxxx such an environment. The parties agree that sexual harassment, as well as harassment on the basis of race, gender, religion, ethnic origin or sexual orientation is unacceptable conduct which may be the subject of discipline.discipline.‌ .02 An allegation of harassment may be filed as a grievance under this Collective Agreement directly at Step IV III of the grievance procedure.procedure.‌ .03 The parties acknowledge that in certain circumstances the nature of a particular harassment complaint may, from a grievor's perspective, render it undesirable or impractical for a grievance to be filed within the normal time limits specified in Article 3. Accordingly, the parties agree that greater latitude will be allowed in the extension of the time limits for filing in such cases and such extension will not be unreasonably opposed by either party.party.‌ .04 Where a complainant and the alleged harasser are in contact by virtue of teaching, employment or other institutional relationships, and where the complainant has reasonable grounds to believe that her/his safety and/or well-being are in jeopardy, the complainant, upon notification to the Xxxx, has the right to discontinue such contact with the alleged harasser pending the completion of the investigation of the complaint. complaint.‌ Upon receipt of such a request, the Employer will make every reasonable effort to accommodate it without the complainant suffering any financial penalty or any adverse impact on the accruals toward or retention of a Right of First Refusal (paragraphs 5.08). In the event that such discontinuance of contact significantly reduces the workload of either a member making the complaint or of a member who is the alleged harasser, the Xxxx may assign other duties as deemed necessary. .05 Where a complainant files a grievance, the grievance may, by mutual agreement of the parties be put in abeyance, for a maximum of sixty (60) days unless otherwise agreed, while an investigation is being conducted under the Trent University Harassment and Discrimination policy dated October 4, 2013 or Campus Violence and Harassment policy dated January 17, 17,‌ 2013. .06 The parties understand and acknowledge that it is difficult to come forward with a complaint of harassment and recognize a complainant's interest in keeping the matter confidential. To protect the interests of the complainant, the person complained against and any others who may report incidents of harassment, confidentiality will be maintained throughout the grievance process to the extent practicable and appropriate under the circumstances.circumstances.‌ .07 Any discipline arising from or because of a complaint of harassment which is imposed on a member of the bargaining unit may be the subject of a grievance under Article 3 of this Agreement.Agreement.‌ .08 The Union has the right to appoint at least one representative to the Human Rights Committee of Trent University, in accordance with the terms of reference of the Committee.Committee.‌

No Harassment. ‌ .01 The parties agree that sexual harassment, as well as harassment on the basis of race, gender, religion, ethnic origin or sexual orientation is unacceptable conduct which may be the subject of discipline. .02 An allegation of harassment may be filed as a grievance under this Collective Agreement directly at Step IV III of the grievance procedure. .03 The parties acknowledge that in certain circumstances the nature of a particular harassment complaint may, from a grievor's perspective, render it undesirable or impractical for a grievance to be filed within the normal time limits specified in Article 3. Accordingly, the parties agree that greater latitude will be allowed in the extension of the time limits for filing in such cases and such extension will not be unreasonably opposed by either party. .04 Where a complainant and the alleged harasser are in contact by virtue of teaching, employment or other institutional relationships, and where the complainant has reasonable grounds to believe that her/his safety and/or well-being are in jeopardy, the complainant, upon notification to the Xxxx, has the right to discontinue such contact with the alleged harasser pending the completion of the investigation of the complaint. Upon receipt of such a request, the Employer will make every reasonable effort to accommodate it without the complainant suffering any financial penalty or any adverse impact on the accruals toward or retention of a Right of First Refusal (paragraphs 5.08). In the event that such discontinuance of contact significantly reduces the workload of either a member making the complaint or of a member who is the alleged harasser, the Xxxx may assign other duties as deemed necessary. .05 Where a complainant files a grievance, the grievance may, by mutual agreement of the parties be put in abeyance, for a maximum of sixty (60) days unless otherwise agreed, while an investigation is being conducted under the Trent University Harassment and Discrimination policy dated October 4, 2013 or Campus Violence and Harassment policy dated January 17, 2013. .06 The parties understand and acknowledge that it is difficult to come forward with a complaint of harassment and recognize a complainant's interest in keeping the matter confidential. To protect the interests of the complainant, the person complained against and any others who may report incidents of harassment, confidentiality will be maintained throughout the grievance process to the extent practicable and appropriate under the circumstances. .07 Any discipline arising from or because of a complaint of harassment which is imposed on a member of the bargaining unit may be the subject of a grievance under Article 3 of this Agreement.of .08 The Union has the right to appoint at least one representative to the Human Rights Committee of Trent University, in accordance with the terms of reference of the Committee.

No Harassment. ‌ .01 The Union and the Employer recognize the right of employees to work in an environment free from all forms of violent and harassing behaviour, and the Employer will take all possible and appropriate actions to xxxxxx such an environment. The parties agree that sexual harassment, psychological harassment, as well as harassment on the basis of race, gender, religion, ethnic origin origin, sexual orientation, or sexual orientation any other ground names in 1.05 is unacceptable conduct which may be the subject of discipline. .02 An allegation of harassment may be filed as a grievance under this Collective Agreement directly at Step IV III of the grievance procedureprocedure and/or as a complaint under the University Discrimination or Harassment Policy or Workplace Violence and Harassment Policy. .03 The parties acknowledge that in certain circumstances the nature of a particular harassment complaint may, from a grievor's perspective, render it undesirable or impractical for a grievance to be filed within the normal time limits specified in Article 3. Accordingly, the parties agree that greater latitude will be allowed in the extension of the time limits for filing in such cases and such extension will not be unreasonably opposed by either party. .04 Where a complainant and the alleged harasser are in contact by virtue of teaching, employment or other institutional relationships, and where the complainant has reasonable grounds to believe that her/his their safety and/or well-being are in jeopardy, the complainant, upon notification to the Xxxx, has the right to discontinue such contact with the alleged harasser pending the completion of the investigation of the complaint. Upon receipt of such a request, the Employer will make every reasonable effort to accommodate it without the complainant suffering any financial penalty or any adverse impact on the accruals toward or retention of a Right of First Refusal (paragraphs 5.08). In the event that such discontinuance of contact significantly reduces the workload of either a member making the complaint or of a member who is the alleged harasser, the Xxxx may assign other duties as deemed necessary. .05 Where a complainant files a grievance, the grievance may, by mutual agreement of the parties be put in abeyance, for a maximum of sixty (60) days unless otherwise agreed, while an investigation is being conducted under the Trent University Harassment and Discrimination policy dated October 4, 2013 or Campus Violence and Harassment policy dated January 17, 2013. .06 The parties understand and acknowledge that it is difficult to come forward with a complaint of harassment and recognize a complainant's interest in keeping the matter confidential. To protect the interests of the complainant, the person complained against and any others who may report incidents of harassment, confidentiality will be maintained throughout the grievance process to the extent practicable and appropriate under the circumstances. .07 Any discipline arising from or because of a complaint of harassment which is imposed on a member of the bargaining unit may be the subject of a grievance under Article 3 of this Agreement. .08 The Union has the right to appoint at least one representative to the Human Rights Committee of Trent University, in accordance with the terms of reference of the Committee.