Personal and Psychological Harassment. (a) Personal and psychological harassment means objectionable conduct - either repeated or persistent, or a single serious incident - that an individual would reasonably conclude:
(1) creates a risk to a worker's psychological or physical well-being, causes a worker substantial distress, or results in an employee's humiliation or intimidation; or
(2) is discriminatory behaviour that causes substantial distress and is based on a person's race, colour, ancestry, place of origin, political beliefs, religion, marital status, physical or mental disability, sex, age, sexual orientation or gender identity; or
(3) is seriously inappropriate and serves no legitimate work-related purpose.
(b) Good faith actions of a manager or supervisor relating to the management and direction of employees - such as assigning work, providing feedback to employees on work performance, and taking reasonable disciplinary action - do not constitute harassment.
Personal and Psychological Harassment.
(a) Personal and psychological harassment means objectionable conduct that:
(1) creates a risk to a worker's psychological or physical well-being or causes a worker substantial distress or to be humiliated or intimidated; or
(2) is discriminatory behaviour based on a person's race, colour, ancestry, place of origin, political beliefs, religion, marital status, physical or mental disability, sex, age, sexual orientation or gender identity that causes substantial distress; or
(3) is serious inappropriate conduct by a person that serves no legitimate work-related purpose; and
(4) is repeated or persistent or may be a single serious incident.
(b) Reasonable conduct by a manager or supervisor in directing workers and carrying out her management duties in good faith is not harassment.
Personal and Psychological Harassment.
(a) The Employer and the Association of Unions recognize the right of employees to work in an environment free from personal and psychological harassment and agree that employees who engage in personal harassment may be disciplined.
(b) Personal and psychological harassment includes verbal or physical behaviour that is discriminatory in nature, based upon another person's race, colour, ancestry, place of origin, political beliefs, religion, marital status, physical or mental disability, sex, age, sexual orientation or gender identity. It is discriminatory behaviour, directed at an individual, which causes substantial distress in that person and serves no legitimate work-related purpose. Such behaviour could include, but is not limited to:
(1) physical threats or intimidation;
(2) words, gestures, actions, or practical jokes, the natural consequence of which is to humiliate, alarm or abuse another person;
(3) distribution or display of offensive pictures or materials.
(c) To constitute personal and psychological harassment, behaviour may be repeated or persistent or may be a single serious incident.
(d) Personal and psychological harassment does not include actions occasioned through the exercising in good faith of the Employer's supervisory rights and responsibilities.
Personal and Psychological Harassment. The Employer and the Union recognize the benefit to be derived from a work environment free from harassment and where the conduct and language of the employees meets the acceptable social standard of the workplace. The parties agree to xxxxxx and promote such an environment. An employee allegedly being harassed by another employee, a supervisor, or a contractor engaged by the Employer, shall register the complaint in writing to the General Manager either directly or through the Union. The General Manager shall deal with the complaint with all possible confidentiality. If the complaint involves the General Manager, the employee will register the complaint, in writing, to the Regional Manager. The Regional Manager will investigate the complaint and issue a decision. If the employee is not satisfied with the decision of the Regional Manager, he/she may refer the complaint onto an independent investigator. The independent investigator will be agreed to by the parties. Cost of the independent investigator shall be cost shared by the parties on a 50/50 basis. Personal and psychological harassment means objectionable conduct that an individual would reasonably conclude:
(a) creates a risk to a worker's psychological or physical well-being or causes a worker substantial distress or to be humiliated or intimidated; or
(b) is discriminatory behaviour based on a person's race, colour, ancestry, place of origin, political beliefs, religion, marital status, physical or mental disability, sex, age, sexual orientation or gender identity that causes substantial distress; or
(c) is serious inappropriate conduct by a person that serves no legitimate work related purpose; and
(d) is repeated or persistent or may be a single serious incident. The General Manager shall investigate the allegation within 14 days and, if substantiated, take action appropriate to the offence. Where the allegation was presented through the Union the Employer shall notify the Union within 14 days of completing the investigation, whether or not the allegation was substantiated, and indicate what action, if any was taken. Unresolved complaints of harassment under this provision shall be submitted by either the Union or the Employer to the investigator under Clause 8.15. If the Employer fails to act upon the agreed to recommendations of the investigator, or if the action taken by the Employer is not consistent with the recommendations, the Employer's decision may be considered as not having been dete...
Personal and Psychological Harassment. (a) The Employer and the Union recognize the right of employees to work in an environment free from personal harassment by other employees. The Employer shall take such actions as are necessary to protect employees from personal harassment and agree that employees who engage in personal harassment may be disciplined.
Personal and Psychological Harassment. Personal and psychological harassment, which may include lateral violence, of a repeated, persistent, or singular incident, means objectionable is conduct - either repeated or persistent, or a single serious incident - that an individual would reasonably conclude:
(1) creates a risk to a worker's psychological or physical well-being, causes a worker substantial distress, or results in an employee's humiliation or intimidation; or
(2) is discriminatory behaviour that causes substantial distress and is based on a person's race, colour, ancestry, place of origin, political beliefs, religion, marital status, physical or mental disability, sex, age, sexual orientation or gender identity; or
(3) is seriously inappropriate and serves no legitimate work-related purpose.
Personal and Psychological Harassment.
(a) The Employer and the Union recognize the right of all employees to work in an environment free from personal and psychological harassment. The Employer shall take such actions as are necessary to protect employees from personal and psychological harassment and agree that employees who engage in personal and/or psychological harassment may be disciplined.
(b) Personal and psychological harassment means verbal or physical behaviour that is discriminatory in nature, based upon another person's race, colour, ancestry, place of origin, political beliefs, religion, marital status, physical or mental disability, sex, age, or sexual orientation. It is discriminatory behaviour, directed at an individual, which causes substantial distress in that person and serves no legitimate work-related purpose. Such behaviour could include, but is not limited to: physical threats or intimidation; words, gestures, actions, or practical jokes, the natural consequence of which is to humiliate, alarm or abuse another person; distribution or display of offensive pictures or materials; treatment of an individual that serves no legitimate workplace purpose or action intended to single out an individual.
(c) To constitute personal or psychological harassment, behaviour may be repeated or persistent or may be a single serious incident.
(d) Personal or psychological harassment does not include actions occasioned through the exercising in good faith the Employer's supervisory rights and responsibilities.
(e) Protection against harassment extends to incidents occurring at or away from the workplace, during or outside working hours, and includes incidents related to client or visitor contact, provided the acts are committed within the course of the employment relationship.
Personal and Psychological Harassment. Is objectionable conduct or comments that are either repeated or persistent, or a single serious incident directed towards a specific person or persons which serves no legitimate work purpose, and which has the effect of creating an intimidating, humiliating, hostile or offensive work environment. Personal harassment includes, but is not limited to the following:
i) derogatory, demeaning or disrespectful comments, jokes or slurs made about a person or a group of people;
ii) the display or distribution of derogatory, demeaning or disrespectful posters, pictures, cartoons or drawings;
iii) yelling, swearing, using offensive language, uttering threats, coercion or bullying;
iv) derogatory, disrespectful or malicious gestures or actions that serve to humiliate or demean a person or create an atmosphere of fear of intimidation.
v) is discriminatory behaviour that causes substantial distress and is based on race, colour, creed, national origin, age, sex, marital status, family status, physical or mental disability, sexual orientation, gender expression or gender identity, or because person has been convicted or a criminal or summary conviction offence that is unrelated to the employment or to the intended employment of that person. Good faith actions of management relating to the management and direction of employees, such as assigning work, providing feedback to employees on work performance and taking reasonable disciplinary action, does not constitute harassment.
Personal and Psychological Harassment. Personal and psychological harassment shall be defined as any behaviour consisting of offensive comments or actions which demean, belittle, or intimidate an individual or causes personal humiliation or undermines an employee's health or job performance, or endangers an employee's employment status or potential, except that this clause shall not be used to circumvent the disciplinary and/or performance appraisal procedures.
Personal and Psychological Harassment.
(a) The Employer and the Union recognize the right of employees to work in an environment free from personal and psychological harassment. The Employer shall take such actions as are necessary to protect employees from personal and psychological harassment and agree that employees who engage in personal or psychological harassment may be disciplined.
(b) Personal or psychological harassment means verbal or physical behaviour that is discriminatory in nature, based upon another person's race, colour, ancestry, place of origin, political beliefs, religion, marital status, physical or mental disability, sex, age, sexual orientation or gender identity. It is discriminatory behaviour, directed at an individual, which causes substantial distress in that person and serves no legitimate work-related purpose. Such behaviour could include, but is not limited to: • Any behavior that creates a risk to a worker's psychological or physical well-being; causes a worker substantial distress or results in an employee's humiliation or intimidation; • Words, gestures, actions, or practical jokes, the natural consequence of which is to humiliate, alarm or abuse another person; • Distribution or display of offensive pictures or materials.
(c) To constitute personal harassment, behaviour may be repeated or persistent or may be a single serious incident.
(d) Personal harassment does not include actions occasioned through the exercising in good faith the Employer's supervisory rights and responsibilities.
(e) Protection against harassment extends to incidents occurring at or away from the workplace, during or outside working hours, and includes incidents related to client or visitor contact, provided the acts are committed within the course of the employment relationship.
