Prohibited Grounds of Discrimination. The Corporation and the Union subscribes to the equal opportunity principles defined by the Canadian Human Rights Act. As such, the Corporation will not permit or tolerate discrimination by or towards employees on the following grounds: e Disability (physical or mental handicap including dependence on drugs or alcohol); Conviction. Harassment is a discriminatory practice. Harassment is defined as any behaviour by an employee based on a prohibited ground of discrimination, that is directed at any other employee and is likely to insult, intimidate or humiliate that other person. A reasonable person should know that this behaviour is unwelcome. The types of behaviour that constitute harassment include, but are not limited to: Verbal, written and physical abuse or threats; Improper, embarrassing or humiliating, derogatory or condescending remarks or suggestions; Jokes, practical jokes and racial jokes; The display of offensive or demeaning pictures or material; and The distribution of offensive material by any means. For the purposes of this directive, the term harassment will include sexual harassment and abuse of authority.
Prohibited Grounds of Discrimination. The Corporation and the Union subscribes to the equal opportunity principles defined by the Canadian Human As such, the Corporation will not permit or tolerate discrimination by or towards employees on the following grounds: e Colour; e Religion; e Sex (including pregnancy and childbirth);
Prohibited Grounds of Discrimination. The Corporation and the Union subscribes to the equal opportunity principles defined by the Canadian Rights As such, the Corporation will not permit or tolerate discrimination by or towards employees on the following grounds: Race; National or ethnic origin; Colour; Religion; Age; Sex (including pregnancy and childbirth); Sexual orientation Marital status Family status Disability (physical or mental handicap including dependence on drugs or alcohol); Conviction. Harassment Harassment is a discriminatory practice. Harassment is defined as any behaviour by an employee based on a prohibited ground of discrimination, that is directed at any other employee and is likely to insult, intimidate or humiliate that other person. A reasonable person should know that this behaviour is unwelcome. The types of behaviour that constitute harassment include, but are not limited to: Verbal, written and physical abuse or threats; Improper, embarrassing or humiliating, derogatory or condescending remarks or suggestions; Jokes, practical jokes and racial jokes; The display of offensive or demeaning pictures or material; and The distribution of offensive material by any means. For the purposes of this directive, the term harassment will include sexual harassment and abuse of authority. Sexual Harassment The Corporation and the Union endorses the definition found in the Canada Labour Code, which defines sexual harassment as any conduct, comment, gesture or contact of a sexual nature that is likely to cause offence or humiliation to any employees: or that might, on reasonable grounds, be perceived by that employees as placing a condition of a sexual nature on employment or on any opportunity for training or promotion Any such conduct, comment, gesture or contact may take place on a one-time basis or as a series of incidents. The types of behaviour that constitute sexual harassment include, but are not limited to: Unwelcome remarks, jokes, racial jokes, innuendoes or taunts of a sexual nature: The display of pornographic or other offensive or derogatory materials, such as pin-ups, calendars, etc.: Unwelcome invitations or requests, whether indirect or explicit, or intimidation; Leering (suggestive staring) or other gestures: Unwelcome physical contact: or Sexual assault. Abuse of Authority Employees of the Corporation will not unjustly use their authority, position (with its implicit power), or access to information to undermine, intimidate, threaten, blackmail, sabotage or other w...
Prohibited Grounds of Discrimination. The Corporation and the Union subscribes to the equal opportunity principles defined by the Canadian Human Act. As such, the Corporation will not permit or tolerate discrimination by or towards employees on the following grounds: Sex (including pregnancy and childbirth); Conviction. Harassment is a discriminatory practice. Harassment is defined as any behaviour by an employee based on a prohibited ground of discrimination, that is directed at any other employee and is likely to insult, intimidate or humiliate that other person. A reasonable person should know that this behaviour is unwelcome. The types of behaviour that constitute harassment include, but are not limited to: Xxxxxx, written and physical abuse or threats; Improper, embarrassing or humiliating, derogatory or condescending remarks or suggestions; Xxxxx, practical jokes and racial jokes; The display of offensive or demeaning pictures or material; and The distribution of offensive material by any means. For the purposes of this directive, the term harassment will include sexual harassment and abuse of authority.
Prohibited Grounds of Discrimination. The Corporation and the Union subscribes to the equal opportunity principles defined by the Canadian Human Rights Act. As such, the Corporation will not permit or tolerate discrimination by or towards employees on the following grounds: Race; National or ethnic origin; Colour; Religion; Age; Sex (including pregnancy and childbirth); Sexual orientation Marital status Family status Disability (physical or mental handicap including dependence on drugs or alcohol); Conviction. Harassment is a discriminatory practice. Harassment is defined as any behaviour by an employee based on a prohibited ground of discrimination, that is directed at any other employee and is likely to insult, intimidate or humiliate that other person. A reasonable person should know that this behaviour is unwelcome. The types of behaviour that constitute harassment include, but are not limited to: ⚫ Xxxxxx, written and physical abuse or threats; ⚫ Improper, embarrassing or humiliating, derogatory or condescending remarks or suggestions; ⚫ Xxxxx, practical jokes and racial jokes; ⚫ Innuendoes/taunts; ⚫ The display of offensive or demeaning pictures or ⚫ The distribution of offensive material by any means material; and For the purposes of this directive, the term harassment will include sexual harassment and abuse of authority.
Prohibited Grounds of Discrimination. The Corporation and the Union subscribes to the equal opportunity principles defined by the Canadian Human Rights Act. As such, the Corporation will not permit or tolerate discrimination by or towards employees on the following grounds: Race; National or ethnic origin; Colour; Religion; Sex (including pregnancy and childbirth); Sexual orientation Marital status Family status Disability (physical or mental handicap including dependence on drugs or alcohol); Conviction. November National Representative, CAW East Suite Montreal, (Quebec) I refer to our discussions on the above matter during the Supervisory Group collective bargaining sessions. The parties agree that the intent of the Supplemental Agreement between the CAW and the Corporation, dated December will apply to the transfer of t core functions to any employee not within the bargaining unit. Sincerely, Sophia Director, Internal Strategy Agreed: APPENDIX "Ea)" Harassment is a discriminatory practice. Harassment is defined as any behaviour by an employee based on a prohibited ground of discrimination, that is directed at any other employee and is likely to insult, intimidate or humiliate that other person. A reasonable person should know that this behaviour is unwelcome. The types of behaviour that constitute harassment include, but are not limited to: Verbal, written and physical abuse or threats; Improper, embarrassing or humiliating, derogatory or condescending remarks or suggestions; Jokes, practicaljokes and racial jokes; The display of offensive or demeaning pictures or material; and The distribution of offensive material by any means. For the purposes of this directive, the term harassment will include sexual harassment and abuse of authority.
Prohibited Grounds of Discrimination a) Neither the Union nor the Company, in carrying out its obligations under this agreement, will discriminate in matters of hiring, training, promotion, transfer, layoff, discharge, or otherwise because of race, creed, colour, national origin, age, sex, marital status, sexual preference, physical disability, ethnic origin, conviction for which a pardon has been granted, political beliefs or affiliation, or religious belief or affiliation.
b) The parties will also not discriminate because of family status, number of dependents, pregnancy or childbirth, place of residence, mental disability or citizenship provided the employee has the legal right to be employed at the Company’s place of business.
c) Paragraphs (a) and (b) do not apply with respect to a refusal, limitation, specification or preference based on a bona fide occupational requirement.
d) Notwithstanding the above, the parties hereto subscribe to the principles of the Human Rights Act of British Columbia.
e) This Article does not preclude an employee from making a complaint under the BC Human Rights Act, but an employee shall not be entitled to duplication of process and must choose between complaint under the Act or the grievance procedure.
Prohibited Grounds of Discrimination a) Neither the Union nor the Company, in carrying out its obligations under this agreement, will discriminate in matters of hiring, training, promotion, transfer, layoff, discharge, or otherwise because of race, ancestry, colour, place of origin, place of residence, age, sex, marital status, family status, number of dependents, pregnancy or childbirth, sexual orientation, physical or mental disability, ethnic origin, conviction of a criminal or summary offence that is unrelated to the employment or to the intended employment of that person or for which a pardon has been granted, political beliefs or affiliation, religious belief or affiliation, or citizenship provided the employee has the legal right to be employed at the Company’s place of business.
b) Paragraph (a) does not apply with respect to a refusal, limitation, specification or preference based on a bona fide occupational requirement.
c) Notwithstanding the above, the Parties hereto subscribe to the principles of the Human Rights Code of British Columbia.
d) This Article does not preclude an employee from making a complaint under the BC Human Rights Code, but an employee shall not be entitled to duplication of process and must choose between complaint under the Code or the grievance procedure.
