NON-DISCRIMINATION AND HARASSMENT. The County and the Union agree that they will fully comply with applicable laws regarding discrimination and harassment. The provisions of this Agreement shall be applied equally to all employees in the bargaining unit without discrimination or harassment as to age, marital status, disability, race, color, creed, sex, national origin, union membership, political affiliation, or other protected classes.
NON-DISCRIMINATION AND HARASSMENT. The County and the Union agree that they will fully comply with all applicable laws and County policies regarding discrimination and harassment. The provisions of this Agreement shall be applied equally to all employees in the bargaining unit without discrimination or harassment as to age, marital status, disability, race, color, creed, sex, national origin, union membership, political affiliation or membership in other protected groups. The provisions of this Section also apply to harassment in general. Harassment shall not be tolerated in the County workplace. It is against the policies of the County for any employee, or group of employees, to harass another employee(s). This includes harassing or hostile acts of one employee against another, harassing or hostile acts of more than one employee against another, harassing or hostile acts by a supervisor(s) against an employee(s), and coordination of harassing or hostile acts of one or more employees. The reasonable person test is the standard to be used in evaluating these acts to determine whether a reasonable person would perceive the conduct as offensive, inappropriate or improper.
NON-DISCRIMINATION AND HARASSMENT. 5.1 The District shall not discriminate against a faculty member with respect to employment, either directly or indirectly, on the basis of such matters as race, ethnicity, religion, color, ancestry, age, sex, national origin, marital status, physical or mental disability, medical condition, genetic information, gender, gender identification, gender expression, sexual orientation, pregnancy, military and veteran status, membership or activity in the Association, political affiliation, domicile, or concurrent employment by the District members of the same family, or any other legally protected status. Alleged violations of Section 5.1 shall be addressed as prescribed in Administrative Procedure 3435 (Unlawful Discrimination and Harassment Complaint Procedure and Investigative Process, effective as of December 2015.) or as interpreted through a court of competent jurisdiction. Prior to implementing new changes to BP/AP 3435, the parties agree to meet to determine the impact of the proposed changes.
5.2 The District shall not discriminate, either directly or indirectly, against any faculty member with respect to hours, wages, terms or conditions of employment or application of the provisions of the Agreement or Board Policies. Alleged violations of Section 5.2 shall be addressed through procedures described in Section 8.1 of the Agreement ("Grievances").
NON-DISCRIMINATION AND HARASSMENT. 9.01 The Employer and the Union agree that there shall be no discrimination, interference, restriction or coercion exercised or practiced toward any employee in the matter of hiring, salary rates, training, upgrading, promotion, transfer, layoff, recall, discipline, discharge or otherwise by reason of race, national or ethnic origin, colour, religion, age, sex, sexual orientation, marital status, family status, disability and conviction for which a pardon has been granted, as those prohibited grounds are defined and administered in the Canadian Human Rights Act, nor by reason of his membership or non membership in a labour union nor on the basis of any other prohibited ground set forth in the Canadian Human Rights Act subject to the concept of bona fide occupational requirement/qualification.
NON-DISCRIMINATION AND HARASSMENT. The Hospital does not discriminate against any of its house staff members (or other employees) because of age, sexual preference, race, color, religion, gender, disability, national origin, citizenship status, veteran status, marital status or any other class protected by federal, state or local law. This policy applies to selection, hiring, promotion, compensation, benefits, discipline and termination, as well as any and all other terms or conditions of employment. In addition, the Hospital maintains policies prohibiting workplace harassment, which includes sexual harassment as well as harassment based on any other protected status. House staff members are covered by this policy and are expected to comply with it. Details of the policy can be found in the House Staff Manual.
NON-DISCRIMINATION AND HARASSMENT. 2.1 It is the policy of LCOG and the Union not to engage in unlawful discrimination against any employee because of race, color, marital status, religion, sex, national origin, age, gender identity, mental and/or physical disability. Neither will LCOG nor the Union discriminate based on sexual orientation or political belief. To this end, the parties further agree to apply the provisions of the Agreement equally to all employees in the bargaining unit without regard to their status in any of the categories specified above and to support application of federal and state laws and regulations, where applicable. Lawful affirmative action programs or other forms of preferential treatment, such as “veteran’s preference,” required by state or federal law do not constitute discrimination under this Article.
2.2 Sexual harassment is considered a form of sex discrimination. No employee shall be subjected to sexual harassment by LCOG, the Union, other bargaining unit members, or any other employee of LCOG. Unwelcome sexual advances, requests for sexual favors, and other deliberate or repeated unsolicited verbal or physical conduct of a sexual nature constitute sexual harassment when:
a. Submission to such conduct is made either explicitly or implicitly a term of condition of an individual’s employment;
b. Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or
c. Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment.
NON-DISCRIMINATION AND HARASSMENT. The parties agree that there shall be no discrimination or unfair distinction with respect to any part-time faculty member by reason of age, race, creed, colour, national or ethnic origin, political or religious association or belief, pregnancy, gender, sexual orientation, civil status or family relationship, social and economic status, professional status, membership in the Association or the exercise of any rights conferred by this Agreement or the law.
a) The parties agree that the employment or assignment of physically handicapped or disabled persons shall not be restricted provided that such disability does not interfere with their ability to perform necessary job requirements.
b) The parties agree to support the principle of employment equity and the University’s Employment Equity Programs.
c) The parties recognize that part-time faculty members are entitled to work in an environment free of any type of harassment and agree to prevent and to put an end to any harassment situation at work. The following definitions shall apply to issues involving harassment:
i) Harassment shall be defined as any humiliating behaviour perpetrated by a person or group of persons against a person or group of persons, which takes the form of hostile or undesired behaviours, words, actions or gestures in order to ridicule, humiliate or demonstrate a lack of respect to that person, or undermine her or his dignity or her or his psychological or physical integrity, or compromise her or his right to just and equitable work and study conditions, or bring about a harmful work or study environment.
ii) Sexual harassment shall mean any unilateral and undesired behaviour of a sexual nature, which takes the form of undue pressure placed on another person to obtain sexual favours from that person, or to ridicule either the person concerned or her or his sexual characteristics, and which compromises her or his right to just and equitable work and study conditions, and her or his right to dignity.
d) The part-time faculty member who believes herself or himself to have been a victim of harassment may file a complaint in accordance with the procedures provided for in the official policy of Concordia University’s “Rights and Responsibilities Code of Behaviour”, or in accordance with the grievance procedure provided for in the present Collective Agreement. The Association shall not lose the right to proceed to the Arbitration stage on behalf of a part-time faculty member once the final rep...
NON-DISCRIMINATION AND HARASSMENT. 3.01 The Employer and the Union are committed to a working and learning environment that allows for full and free participation of all members of the institutional community. Discrimination against and harassment of individuals, whether as members of any recognizable group or otherwise, undermine these objectives and violate the fundamental rights, personal dignity and integrity of individuals or groups of individuals.
3.02 This Article is in accordance with all applicable federal and provincial legislation related to discrimination and harassment such as the Ontario Human Rights Code. It also applies to those situations defined as Workplace Harassment under the Ontario Health and Safety Act. The Safe Campus Policy (X.X.X.X. 1.46) should be consulted whenever there are concerns about violence in the workplace including domestic.
3.03 Except as permitted by law, there shall be no discrimination, interference, restriction or coercion exercised against or by any Employee regarding any term or condition of employment, nor shall any discrimination be exercised against or by Employees in the course of carrying out their duties, by reason of:
a) race, color, ancestry, place of birth, ethnic or national origin, citizenship; or
b) creed, religious or political affiliation or belief or practice; or
c) sex, sexual orientation, gender identity or expression, physical attributes, marital status, or family status; or d) age; or
NON-DISCRIMINATION AND HARASSMENT. We do not condone any form of harassment, sexual harassment, joking remarks, bullying and/or other abusive conduct (including verbal, non-verbal and/or physical conduct) that demeans or shows hostility directed at another individual. We do not condone any form of conduct that creates an intimidating, offensive and/or disruptive environment for a family member, guest, child, visitor, staff, volunteer, and/or student; or unreasonably interferes with the Family Accommodations living environment. Family Accommodations and the Hospital require that all guests and visitors engage in behaviors that are courteous, respectful, and considerate. The different perspectives, needs, and dignity of others must be respected. Please keep the volume of your conversations, entertainment, and other noise at a moderate level that does not disturb other guests, and please minimize hallway activities and conversations.
NON-DISCRIMINATION AND HARASSMENT the Employer nor the Union shall discriminate against any employee by 5 reason of the following status: age, sex (except where age or sex is a bona fide 6 occupational qualification), race or ethnic origin, color, creed, national origin, 7 religion, disability, disabled or Vietnam era veteran status, political affiliation, 8 marital status, sexual orientation, gender expression or identity, pregnancy status, 9 HIV status, immigration status, citizenship, or membership or non-membership in a 10 union. The University prohibits retaliation against any ASE who reports concerns 11 regarding discrimination or harassment, who cooperates with or participates in any 12 investigation of allegations of discrimination, harassment, or retaliation, or any 13 individual who is perceived to have engaged in any of these actions. Executive
