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 result in discipline up to and including termination.
Appears in 5 contracts
Samples: Collective Agreement, Collective Agreement, Collective Agreement
NON-DISCRIMINATION/HARASSMENT.
3.01 Both the 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 based on 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 offencesoffenses, marital status, same sex partnership, family status and handicapdisability, 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 legislationCode. 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 administered 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 the intent for which this policy was rightfully developed, developed and should be discouraged.
3.02 The Company and the Union recognize that bullying, sexual, racial racial, bullying and violent harassment is a cruel and destructive behaviour behavior 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 sexual contact of any kind, kind or sexual demands. Racial harassment includes any action, 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. Workplace bullying includes unrelenting aggression or unreasonable behavior against a coworker; examples include belligerence, screaming, cursing or deliberate destruction of property or work product. 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 result in discipline up to and including termination. Frivolous charges of harassment may be subject to disciplinary action.
3.03 Employees who feel they have been subject to harassment, bullying or discrimination may file a written complaint with the Human Resource Department. The Human Resource Manager or designee will investigate jointly and promptly with Committee Chairperson or designee all written complaints. This will be done within ten (10) working days from the date the written complaint was filed. All complaints must be in writing and specify the relevant facts and person involved. In some cases, the Woman’s Advocate may be included in the discussion. The employee will be notified of the determination in writing upon conclusion of the investigation. Should the employee be dissatisfied with the resolution, they have a right to file a grievance as provided in this Agreement.
3.04 This article is not intended to restrict any employee’s right under the Ontario Human Rights Code.
Appears in 1 contract
Samples: Collective Agreement
NON-DISCRIMINATION/HARASSMENT. 3.01 Both the 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 based on 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 offencesoffenses, marital status, same sex partnership, family status and handicapdisability, 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 legislationCode. 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 administered 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 the intent for which this policy was rightfully developed, developed and should be discouraged.
3.02 The Company and the Union recognize that bullying, sexual, racial racial, bullying and violent harassment is a cruel and destructive behaviour behavior 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 sexual contact of any kind, kind or sexual demands. Racial harassment includes any action, 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. Workplace bullying includes unrelenting aggression or unreasonable behavior against a coworker; examples include belligerence, screaming, cursing or deliberate destruction of property or work product. 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 result in discipline up to and including termination. Frivolous charges of harassment may be subject to disciplinary action.
3.03 Employees who feel they have been subject to harassment, bullying or discrimination may file a written complaint with the Human Resource Department. The Human Resource Manager or designee will investigate all written complaints. The Human Resource Manager or designee will meet with the Committee Chairperson or designee and discuss the complaints. This will be done within ten (10) working days from the date the written complaint was filed. All complaints must be in writing and specify the relevant facts and person involved. In some cases, the Woman's Advocate may be included in the discussion. The employee will be notified of the determination in writing upon conclusion of the investigation. Should the employee be dissatisfied with the resolution, they have a right to file a grievance as provided in this Agreement.
3.04 This article is not intended to restrict any employee's right under the Ontario Human Rights Code.
Appears in 1 contract
Samples: Collective Agreement
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 legislationCode. 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 result in discipline up to and including termination.
Appears in 1 contract
Samples: Collective Agreement