Personal and Psychological Harassment Definition. (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 Definition. (a) An employee allegedly being harassed or discriminated against shall register the complaint in accordance with the "four step communication process" and/or "reporting inappropriate activities" contained in the Employer's Code of Conduct booklet or through the Union.
(b) Good faith actions of a manager or supervisor relating to the management and direction of the 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 Definition.
(a) The Employer and the Union recognize the right of employees to work in an environment free 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 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.
(c) 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 Definition. 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. 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 disciplinary action - do not constitute harassment.
Personal and Psychological Harassment Definition. (1) Personal and psychological harassment means objectionable conduct, either repeated or persistent, or a single serious incident – that an individual would reasonably conclude:
(i) 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
(ii) 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
(iii) Is seriously inappropriate and serves no legitimate work-related purpose.
(2) 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 Definition. (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.
(b) Good faith actions of the Facility Director relating to the management and direction of employees - such as assigning work, providing feedback to employees on work performance, and taking disciplinary action - do not constitute harassment.
Personal and Psychological Harassment Definition. 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 behavior based on a person's race, colour, ancestry, place of origin, political beliefs, religion, marital status, family status, physical or mental disability, sex, sexual orientation, gender identity or expression or age 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. 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 Definition. (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, gender identity or gender expression; or
(3) is seriously inappropriate and serves no legitimate work-related purpose.
(b) Bullying is verbal or physical conduct that over a period of time, continuously and systematically:
(1) Xxxxxxxxxxx, shows hostility, threatens and offends others;
(2) Interferes with a worker's performance;
(3) Otherwise adversely affects others.
(c) 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.
