NON-DISCRIMINATION/HARASSMENT. The District prohibits the unlawful harassment of its classified employees and will investigate and take appropriate measures, in accordance with the law, to ensure that unlawful harassment does not occur.
NON-DISCRIMINATION/HARASSMENT. 21.01 The Parties are committed to a working and learning environment that allows for full and free participation of all members of the University. 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.
21.02 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 Occupational Health and Safety Act. The Employer’s policy should be consulted whenever there are concerns about violence in the workplace including domestic violence.
21.03 The Parties acknowledge that the University has a duty to accommodate as set out in the Ontario Human Rights Code. In situations where an Employee requires an accommodation, the University and the Employee shall make every reasonable effort to reach the required resolution.
21.04 There shall be no reprisal or retaliation nor any threat of reprisal or retaliation against anyone for pursuing rights under this Article or for participating in proceedings under this Article. Any such alleged reprisal or retaliation or threat thereof shall be equivalent grounds for laying a complaint under this Article.
NON-DISCRIMINATION/HARASSMENT. 3.01 Both the Company and the Union are committed to providing a workplace free of discrimination and harassment. Employees must not engage in discrimination or harassment because of prohibited ground contrary to the Ontario Human Rights Code (the “Code”). Prohibited grounds are race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, record of offenses, marital status, family status or handicap, as defined in the Code. This provision shall be interpreted in accordance with and subject to the provisions of the Code. Employees shall not be discriminated against on the basis of union affiliation.
3.02 The Union and the Company recognize that sexual or racial harassment is a cruel and destructive behaviour against others that can have devastating effects.
a) Sexual harassment is any unwanted attention of a sexual nature such as remarks about appearance or personal life, offensive written or visual actions like graffiti or degrading pictures, physical contact of any kind, or sexual demands.
b) Racial harassment is any action, whether verbal or physical that expresses or promotes racial hatred in the workplace such as racial slurs, written or visually offensive actions, jokes or other unwanted comments or acts.
NON-DISCRIMINATION/HARASSMENT. 3.01 Both the Company and the Union are committed to providing a workplace free of discrimination and harassment. Management and employees must not engage in discrimination or harassment because of prohibited grounds. All outside contractors will be expected to adhere to all policies on Non-Discrimination/Harassment. Prohibited grounds are race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, record of offences, marital status, family status and handicap, but will also include political affiliation and language, for example “native language”. Prohibited grounds shall be interpreted in accordance with and subject to the provisions of the Ontario Human Rights Code and any other applicable legislation. Employees shall not be discriminated against on the basis of Union affiliation. The Company and the Union are committed to the concept of equal opportunity in the workplace. Both parties agree to this principle and will promote fair and equitable interaction through mutual respect for the rights of others. Harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments, the assessment of discipline or any conduct that does not undermine the dignity of the individual. The pursuit of frivolous allegations of Human Rights violations has a detrimental effect on the spirit and intent for which this policy was rightfully developed, and should be discouraged.
3.02 The Company and the Union recognize that bullying, sexual, racial and violent harassment is a cruel and destructive behaviour against others that can have devastating effects. Sexual harassment includes any unwanted attention of a sexual nature such as remarks about appearance or personal life, offensive written or visual actions like graffiti or degrading pictures, physical contact of any kind, or sexual demands. Racial harassment includes any action, whether verbal or physical that expresses or promotes racial hatred in the workplace such as racial slurs, written or visually offensive actions, jokes or other unwanted comments or acts. Violent harassment includes any form of attempted, threatened, actual conduct or physical force of a person that causes or is likely to cause injury, and includes any threatening statement or behavior that gives an employee reasonable cause to believe that the employee is at risk of injury. Any confirmed allegations of the above harassment(s) may resul...
NON-DISCRIMINATION/HARASSMENT.
20.01 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.
20.02 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 and Workplace Violence under the Occupational Health and Safety Act. The Safe Campus Policy (X.X.X.X. 1.46) as amended from time to time should be consulted whenever there are concerns about violence in the workplace including domestic.
20.03 Consistent with the Ontario Human Rights Code, the Parties acknowledge that the University has a duty to accommodate and the Union has an obligation to assist in that accommodation. In situations where an Employee requires an accommodation, the University, the Union and the Employee shall make every reasonable effort to reach the required resolution. Discrimination
20.04 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, or membership or participation in the Union; nor shall any discrimination be exercised against or by Employees in the course of carrying out their duties, based on prohibited grounds.
20.05 All members of the University Community share a responsibility to provide and maintain an environment free from discrimination and harassment.
20.06 There shall be no Harassment, Sexual Harassment or Workplace Violence exercised against or by any Employee. Definitions
NON-DISCRIMINATION/HARASSMENT. The parties agree to continue their respective policies of nondiscrimination and harassment based on age, color, disability, gender, gender identity, sex, sexual orientation, marital status, national origin, race, religion, and veteran status. Each party shall be responsible for their compliance with applicable state and federal laws, rules and regulations prohibiting discrimination and/or harassment.
NON-DISCRIMINATION/HARASSMENT. During the negotiation of this Agreement, the parties discussed many issues related to ensuring an environment free from discrimination and harassment. Further discussion was held regarding the importance of investigating complaints and implementing corrective action in a timely manner. The parties are committed to the prompt and expeditious application of Article 3.02.
NON-DISCRIMINATION/HARASSMENT. 3.01 Both the Company and the Union are committed to providing a workplace free of discrimination and harassment. Employees must not engage in discrimination or harassment because of prohibited ground contrary to the Ontario Human Rights Code (the "Code"). Prohibited grounds are race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, record of offenses, marital status, family status or handicap, as defined in the Code. This provision shall be interpreted in accordance with and subject to the provisions of the Code.
3.02 The Union and the Company recognize that sexual or racial harassment is a cruel and destructive behaviour against others that can have devastating effects.
a) Sexual harassment is any unwanted attention of a sexual nature such as remarks about appearance or personal life, offensive written or visual actions like graffiti or degrading pictures, physical contact of any kind, or sexual demands.
b) Racial harassment is any action, whether verbal or physical that expresses or promotes racial hatred in the workplace such as racial slurs, written or visually offensive actions, jokes or other unwanted comments or acts.
NON-DISCRIMINATION/HARASSMENT. 2.1 Discrimination/Harassment
NON-DISCRIMINATION/HARASSMENT. 2.1 There shall be no discrimination or harassment practised by reason of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, marital status, family status, same sex partnership status, or handicap, as defined in section 10 (1) of the Ontario Human Rights Code (OHRC).
