Preventing Harassment Clause Samples

Preventing Harassment. 1. It is the responsibility of both parties and all employees to ensure that Hilldale/▇▇▇▇▇▇▇▇ remains a harassment-free workplace. 2. The employer will do its part by not tolerating or condoning discrimination or harassment. This includes making everyone in its employ aware of what behaviour is and is not appropriate, investigating complaints and imposing suitable corrective measures. 3. Managers and supervisors are expected to assist in creating a harassment-free workplace and to immediately contact their Supervisor if they receive a complaint of workplace harassment or witness harassing or violent behaviour. 4. Each employee must do his or her part by ensuring that their behaviour does not violate the provisions set out in this agreement, and by fostering a work environment that is based on respect and is free of harassment. 5. Both parties agree to co-operate in reasonable efforts to maintain respect in all forms of communication in the workplace. 6. The parties agree to the creation of a Workplace Respect Committee, to meet as reasonably needed, with the agreement of both parties. The Committee shall operate under the following guidelines: (i) The Committee will be composed of an equal number of representatives of each party. The parties will ordinarily alternate as chairs of the Committee, although the Employer will be responsible for producing the minutes of the meetings; (ii) The purpose of the Committee is to intervene early in situations where respect in the workplace is a concern for one of the parties; (iii) The Committee’s goal is to seek an informal and acceptable resolution of the concern; (iv) The Committee is encouraged to have ▇▇▇▇▇ discussions, and is able to set its own procedures. However, the Committee members will bear in mind issues of confidentiality, privacy, and fairness, as a formal investigation may subsequently be deemed necessary; (v) The Committee members shall themselves be required to make reasonable efforts to come to an agreement, avoid posturing or unreasonable positions, and recognize a mutual interest in a congenial workplace; (vi) if the Committee is not able to resolve the concern through respectful discussion, the Committee may recommend the appointment of an outside advisor or investigator; (vii) The parties and Committee recognize that a formal investigation is a decision to be taken by the Employer.